Questback

We are proud to share the highlights of Questback’s Customer Support performance in 2024! Our dedication to delivering exceptional service has been recognized by our customers, who consistently value our efforts to provide timely, relevant, and impactful solutions. These results reflect the strength of our team and our commitment to putting customers at the center of everything we do. In 2024, Questback made a strategic shift to become a competence-driven company, aligning our operations with our customer promise: 𝐃𝐞𝐥𝐢𝐯𝐞𝐫 𝐭𝐡𝐞 𝐓𝐨𝐭𝐚𝐥 𝐆𝐫𝐞𝐚𝐭𝐞𝐬𝐭 𝐕𝐚𝐥𝐮𝐞. As part of this transformation, we have made bold commitments to enhance customer success. In 2025, we will double the number of FTEs within our Customer Success department to ensure our customers unlock the full potential of our solutions. We are proud to share that our Customer Success team now has an average of over 11 years of experience in the feedback and research industry. This expertise ensures that we are the trusted choice when it comes to selecting your partner in feedback management. We are excited about the road ahead and remain dedicated to delivering excellence in everything we do! ✨

We wish you a Merry Christmas! 🎄🎄🎄

𝐌𝐚𝐤𝐞 𝐜𝐨𝐦𝐩𝐥𝐢𝐦𝐞𝐧𝐭𝐬 𝐜𝐨𝐮𝐧𝐭 – fuel motivation with weekly recognition ❤️ Recognizing employees’ achievements can boost their motivation and overall performance! When things go well at work, our brains produce dopamine – the “feel-good” chemical. But dopamine levels rise even more when others notice and appreciate our efforts. This strengthens our sense of belonging and social standing within the team. Best of all? Showing appreciation costs nothing but can have a huge impact. Consistently recognizing achievements, preferably weekly, makes employees feel valued and motivated to keep delivering top results. 💡 𝐏𝐫𝐨 𝐭𝐢𝐩: Ask your employees how they prefer to receive recognition. Some might enjoy public praise, while others feel more comfortable with a private chat or even a thoughtful text message. The key is to personalize the feedback so it lands just right.

The Power of 𝗕𝗲𝗶𝗻𝗴 𝗛𝗲𝗮𝗿𝗱👂 Only a quarter of employees feel that their opinions matter in the workplace. But imagine if twice as many felt heard? Staff turnover could decrease by 22%, workplace accidents by 33%, and productivity could rise by 10%. By regularly asking for employee feedback, you not only gain a clearer view of management performance but also foster an environment where employees feel they can share their thoughts and offer suggestions that ultimately contribute to greater profitability. ✨

A good manager: 𝐲𝐨𝐮𝐫 𝐮𝐥𝐭𝐢𝐦𝐚𝐭𝐞 𝐜𝐚𝐫𝐞𝐞𝐫 𝐜𝐨𝐚𝐜𝐡! We know that truly impactful leaders aren’t just bosses; they’re coaches. The best managers open up the lines of communication, blending structured feedback with spontaneous conversations to keep development front and center. By offering focused, constructive feedback, they empower their team to stay aligned with long-term goals. Employees want to know where they stand, how their performance is perceived, and how it shapes their career trajectory. Yet, only a third of employees worldwide feel like someone in their company genuinely cares about their growth and ambitions. Imagine if that number doubled – we’d see 11% higher profitability, 6% greater customer satisfaction, and 28% lower absenteeism, according to Gallup. Ready to boost your team’s engagement and your bottom line? Let’s create a culture where everyone has the coaching they need to succeed. 🌟

Stay ahead with 𝐬𝐭𝐚𝐲 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬: Keep your top talent engaged before it’s too late. 💬 How we communicate within an organization impacts how employees feel about their work, their team, and, ultimately, whether they choose to stay or go. Instead of waiting for exit interviews, where it’s often too late to make a change, stay interviews give you a chance to act proactively. These conversations can be held in person or digitally through Questback, making gathering invaluable data and insights easy. With this structured feedback, you can create solutions that resonate with your team. Stay interviews aren’t just a box to tick—they’re a vital tool to create a workplace where people want to stay. ❤️

The 𝐩𝐨𝐰𝐞𝐫 𝐨𝐟 𝐟𝐫𝐢𝐞𝐧𝐝𝐬𝐡𝐢𝐩 𝐚𝐭 𝐰𝐨𝐫𝐤 🙏🏼 There’s a big difference between just liking your colleagues and having a true friend at work. A strong friendship builds trust, fuels collaboration, and inspires creativity. We share more with our friends – which often leads to fresh, game-changing solutions. Gallup found that what sets high-performing teams apart from the rest is simple: stronger emotional bonds. These teams know and trust each other, which is the foundation of their success. Organizations that nurture friendships see higher levels of trust, better communication, and a workforce that supports each other. It’s not just about having a few standout performers – it’s about how every team member pulls together to hit those shared goals. As a leader, celebrate those small group wins and highlight how each individual’s contributions make a difference. When your team feels connected, they thrive. And when they thrive, success is inevitable.

How do you ensure your employees feel like they belong to the team⁇ The feeling of belonging is a fundamental part of our nature. We rarely draw a line between personal and professional relationships – which makes it just as important to feel connected to your colleagues as to your friends and family. And it’s not just a feeling. Belonging directly boosts productivity, engagement, and profitability. But how do you create this strong sense of belonging at work? It’s about fostering an environment where your employees’ psychological needs are met. Here are some tips: 1️⃣ Build a sense of community 2️⃣ Ensure everyone feels safe 3️⃣ Challenge your employees in the right way 4️⃣ Acknowledge their contributions 5️⃣ Show that each individual is a vital part of the team Ignoring these needs can lead to low engagement, poor performance, and even high employee turnover. Want to keep your top performers? Make sure they feel heard, valued, and like they’re part of something bigger.

Turn exits into your most valuable data! Ever wondered what your exiting employees really think? 💭 It’s time to turn that last conversation into game-changing insights. Don’t let invaluable feedback slip away – our latest guide on Exit Surveys shows you exactly how to capture those honest truths that can skyrocket your retention and fuel business growth. We’re great at helping businesses transform exits into opportunities. Ready to unlock those secrets? Read our guide and start creating success today! 🚀 Link to the guide: https://lnkd.in/d4F_nEcA

I det siste har jeg sett flere innlegg og memes på Instagram, Tiktok og andre som hevder at #medarbeiderundersøkelser ikke er anonyme. Dette er uheldig, da slike undersøkelser er et viktig verktøy for arbeidsgivere og ledere. For å klargjøre: Jeg vet ikke hvordan andre løsninger håndterer dette, men Questback løsning er fullstendig anonym og gir mulighet for sikker toveis kommunikasjon – noe som er kritisk, spesielt i varslingssaker. For å sikre anonymitet bør man sette en terskel på minst fem respondenter for mindre avdelinger og unngå å be om navn eller personlig informasjon. Noen viktige tiltak for å bygge tillit til anonymiteten: ☛ Kommunikasjon fra ledelsen: Ledelsen må tydelig kommunisere hvordan anonymiteten sikres, inkludert detaljer om datainnsamling, lagring og beskyttelse av identitet. ☛Bruk av eksterne leverandører: Eksterne leverandører har ofte strenge rutiner for å sikre at data ikke kan spores tilbake til enkeltpersoner, noe som kan øke tilliten. ☛Transparens om resultater og tiltak: Åpenhet rundt hvordan resultatene brukes for å forbedre arbeidsmiljøet kan motivere til ærlig deltakelse. ☛Adressere myter aktivt: Bedrifter bør motbevise myter om anonymitet gjennom interne kampanjer og Q&A-økter. Det er synd at mange oppfatter medarbeiderundersøkelser som utrygge, spesielt når de kan være avgjørende for å forbedre arbeidsmiljøet. Å bygge og opprettholde tillit til disse prosessene er derfor avgjørende.