To receive authentic employee feedback, organizations need to become better listeners.

Recently, Waggl CEO Michael Papay sat down to discuss the partnership between Waggl and Denison Consulting and the value he believes they bring to organizational culture. Speaking of the role of Denison’s culture survey in helping organizations diagnose and align around their culture goals, Michael says:

It’s just not a theoretical question set. These are questions that, when done well, and when actively managed, will fundamentally increase and drive up the performance of an organization.

Denison first joined with Waggl after recognizing the potential of the Waggl platform for applying the survey questions in a more engaging way. Waggl succeeds in this by following several important principles.

First, Waggl keeps a focus on simplicity. When a design becomes bogged down by complexity, it turns employees away. They perceive it as too hard, or not worth the effort. Second, Waggl’s crowd-sourced survey is designed to generate more authentic feedback from employees. And finally, Waggl focuses on transparency, because transparency accelerates action. When employees can see the survey results from their peers across the organization, it sparks the kinds of conversations organizations need to drive change.

However, these conversations can be effective only if organizations recognize and respond to them quickly. When organizations drag their feet in responding to employee feedback, the change process loses momentum, and employees begin to question if they’re really being heard.

How can organizations be more agile in responding to employee feedback?

Increasingly, companies are looking for ways to respond more nimbly to employee feedback. Doing so requires not only that they gather employee feedback data more frequently, but that they also digest and respond to that feedback in a timely manner.

In other words, organizations need to become better listeners. A light, accessible, easy-to-use survey won’t fix a company’s culture all on its own. This mindset can just as easily leave employees feeling disillusioned if they feel their survey responses aren’t being heard. Instead of building engagement among the workforce, individuals could grow to feel like just another data point.

Instead, Waggl is designed to create a better experience for employees when they deliver their feedback—an experience that allows them to be heard. By promoting an environment in which feedback receives an authentic response, employees can see the impact of their survey answers happening in real time.

Denison + Waggl gaining traction in the C-suite.

CEOs are catching on. The Denison Organizational Culture Survey has long been recognized as a standard-setting tool for organizational culture consultants around the world. Combined with Waggl, it brings CEOs closer to the everyday office environment, something that has become more difficult in recent years as offices have become more dispersed and CEOs more mobile.

WATCH: Michael Papay on the Denison and Waggl Partnership.

Video Transcript:

Hi there. I’m Michael Papay.

I’m the CEO and co-founder of Waggl, and I’m excited to share with you a little more insight about our relationship with Dan Denison and his group at Denison Consulting. It’s a great partnership. It marries world-class IP that’s been proven and tested around culture for decades and linked back to high-performing organizations…and I think that’s really what separates their model. It’s not just a theoretical question set; but these are questions that, when done well and actively managed, will fundamentally increase and drive up the performance of an organization.

You take that and apply it to Waggl’s methodology and platform that allows organizations to be more agile and nimble, and on the pulse of what’s happening, you’ve got something really exciting on your hands.

At Waggl, we’re really focused on promoting action; because to listen and to measure without taking action, from our perspective, is a fail and can lead to further disengagement in the workforce.

The way we do this and promote this within the platform comes across a few different ways. First, we really believe that things need to be simple. We’re not going to hear from employees if we come out with too much complexity…too many questions…too much detail related to Likert scales. Let’s keep it simple and we’ll hear from people. That’s a good first place to start.

Second, we really want to promote more deliberation and more authentic debate around the insights people are providing, and we do this by offering crowdsourcing. So, after people answer questions, they now have the benefit of reading other people’s answers and voting on which ones they like; and that brings it to life, and it creates a lot of shared energy and engagement around those actions. We have a saying at Waggl that we’re really promoting behavior change through participation in the platform—which is pretty cool and very different than a typical survey.

And lastly, we focus on transparency—because we believe that transparency accelerates action; and when it’s out there, people all have the benefit of seeing it, and they have the opportunity to sit down and have a conversation around it. And it’s that conversation around the insights that fundamentally leads to driving action.

We’re entering into some really exciting times; and right now, there is a lot of dialogue and conversation around, “How do we be more agile?” “How do we be more nimble?” “How do we be on the pulse of what’s happening in the organization?” And in order to do that, you need to be listening at a higher rate of frequency. But from our perspective, it’s not just sending out smaller, lighter, prettier surveys. It’s really about changing the game of how we listen and how we honor receiving feedback from our employees and critical stakeholders. No longer is it acceptable to just answer a few questions and hit “submit” and then that information goes off somewhere to someone and somehow, sometime it might be shared back to me. But let’s really strive to create a better experience. Because if we’re going to increase the frequency by which we’re listening, we’re going to need to provide a better experience for employees when they deliver their feedback and insight. And that’s really what the Waggl platform has to bear; and that’s the genesis of where we started our business almost four years ago.

What’s great about this partnership is really just getting started. The question set applies to the web. All framework unlocks incredible opportunities to be able to apply this across the business. So we’re directing it towards culture, and we’re feathering it into the work that’s so typically held by HR around sentiment, climate, and employee engagement.

But what’s really cool is that CEOs are grabbing hold of this question set in this framework and saying, “This is critical to my job, and I want to be able to use this platform as a modern-day version of the CEO walking around.” So, we literally have the CEOs of 10,000+ organizations who are using the questions set every six months to gauge and determine: “How are we doing on our culture across our geographically dispersed organization?” But then, we are also feathering in some questions on the off quarters around strategy…you know, “How are we positioned in the marketplace?” and “Do you have what you need from us to be successful?”

So, being able to marry the culture and strategy and elevate this platform and dialogue beyond just an HR dialogue to a leader conversation, is where we see this moving in the future.

Recent Posts

Leave a Comment


Notice: Undefined variable: comment_form in /home/denisonc/public_html/wp-content/plugins/wordpress-gdpr/public/class-wordpress-gdpr-integrations.php on line 96

Contact Us

We're not around right now. But you can send us an email and we'll get back to you, asap.

Not readable? Change text. captcha txt

We use cookies to give you the best online experience. By agreeing, you accept the use of cookies in accordance with our cookie policy.

Picture of Michael Papay, CEO of Waggl, a company which specializes in pulse surveys
Private Equity
As a CEO of a private equity firm, you know that firms with a strong, vibrant culture perform better in a highly competitive marketplace. Denison can work with you to build effective culture in all of your portfolio firms. Our assessment tools enable you to capture a clear picture of your current state. Our consulting expertise supports you in making the changes necessary to achieve superior financial performance. It’s about how you work as a team, how your policies meet practice within the culture of the organization, how performance aligns with your investment criteria.
  • Delivers a consistent assessment of your portfolio companies
  • Gives you an unambiguous picture of the culture
  • Provides a disciplined process and measureable action plan for
  • Offers hands-on strategic consulting to address gaps and affirm best
practices currently being used by your portfolio companies
improvement
Our approach:
Financial Services
In the financial sector, you are active in a wide variety of client environments that need to support accountability and the highest ethical standards. The trust that your customer places in your organization is dependent upon the culture that your employees exhibit every day.

You need a clear understanding of how your culture and the people in your organization function within the midst of the complexities of the current financial institutional marketplace. The Denison Model can give you that clarity. From brokerage firms, to retail banking, to institutional banking to insurance, Denison has specific, measurable benchmarking that identifies the strengths and weaknesses of your organization. With this baseline diagnostic, our consulting team can support you to put in place action plans to sustain your high standards and see financial performance improvement.
Manufacturing
The manufacturing environment is constantly being tasked with improvement in quality and delivery while maintaining the highest levels of safety. The Denison Model equips you to reach from the senior leadership team to the shop floor in a globally networked manufacturing environment to build a culture oriented to continuous improvement in these mission critical areas.

Through our consultancy services, we work with a broad cross-section of your technical and operational staff to align around the goal of producing the highest quality products in the world--on time and on budget.
Healthcare
Within the healthcare market, high performance is measured primarily in patient outcomes. The marriage of the institution with doctors, support staff and operational teams is key to achieving best-in-class patient outcomes. Denison works with you to achieve these outcomes by building a culture that is tuned to the unique ecosystem of support that patients require.

Our organizational culture assessment based on the Denison Model is a proven approach that has supported healthcare providers with actionable feedback for decades. Against four core drivers of cultural high performance, the assessment identifies what is going well and clarifies challenges you may be facing. Then our consulting team is able to support you in addressing these challenges with action plans tailored to your inclusive and diverse environment.
Case Study
The management of culture in an organization whose members are always on the move.
Education
At Denison, student outcomes are well understood as the goal of every educational organization. Our consulting expertise and diagnostic tools allow your team to more fully understand, articulate and implement your mission. You will gain a collective understanding of your organization’s strengths, weaknesses and challenges benchmarked against other peer institutions, all targeted toward providing students with the best learning environment.

Then, through Action Planning, we will work with you to improve your academic and operational excellence to support the diverse student learning environment of higher education, K-12 schools and related associations.
Retail
As a retailer, you know that culture drives the customer experience of your organization. The hospitality, support, and follow-up lived out by your staff all make the difference in each interaction with a consumer. It's that experience that really drives what your behavior should be.

Denison allows you to understand how your organization can support the customer experience. We provide you data that helps you understand your organization all the way through checkout. And we provide sustainable support programs that enable you to address the challenges you face to attract and retain loyal brand customers and to ensure superior financial performance.
Restaurants
Smart restaurant owners know that the patron experience is driven by the culture of their organization. The hospitality, support, and follow-up lived out by your culinary and waitstaff all make the difference in each dish you serve. You know that it is the patron’s needs and expectations that really drive what your team’s behavior should be on the floor.

Denison allows you to understand how your organization is positioned to support the patron experience. We provide you benchmarked data from across the food industry that helps you understand your organization right to the final after-dinner mint. And we provide sustainable support programs that enable you to address the challenges you face to attract and retain loyal brand customers and to ensure superior financial performance.
Government
To achieve high performance in a government initiative requires a different understanding of metrics of success. Typical financial results of business, like sales growth or ROI, are not the KPIs measured here. Rather it is advancement of the mission.

For example, Denison supports military men and women in action through our work with the Defense Logistics Agency (DOA). We provide core culture assessment and an improvement program that helps this department maintain a strong culture to fulfill their mission--addressing everything needed to support fighting men and women in combat through readiness preparation.
Case Study
A transformation that didn’t require thousands of dollars, but a new way of interacting.
Technology
Because of the ever-increasing pace in the introduction of new technology and shortening of technology life-cycle, having a culture fluent in adaptability is critical. These factors all drive the need to recoup costs and show profit more and more quickly. Being able to seamlessly change business models to drive market expansion, product acceptance and superior performance is absolutely critical in this high-potential return but volatile market. Talent is also at a premium.

Based on diagnostics structured through the Denison Model, our consultancy team will help you build a culture that knows who it is and who best will fit your organization. With this alignment, you gain a competitive edge in attracting and retaining the engineers, researchers and innovators you need to lead in introducing market-changing innovation.
Transportation
Whether you deal with business travelers, tourists, or products in the supply chain, safety and schedule reliability are two of the key deliverables. For decades, Denison has worked with leaders in the transportation industry, helping transform organizations in the face of changing markets and technologies, to ensure consumer safety and satisfaction, as well as bottom-line business success.

When you bring Denison on board, our experienced consultants help you make decisions and plans based on data benchmarked against the global industry. We put your organization on the path to high performance, with measurable benefits to your bottom line.
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL3ZONjJ6ZHd4NkNRP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL1BUWnhUNlp3eDJjP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkLzU4aUU1c0RkNnVBP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL0dYVDBqZ28xYUVRP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL0ZqS1h1cHAwakVnP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL1U5dWppWXJxV2UwP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL3lYNUJYMjZ4M18wP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL1dDNEZkY1YtUFZZP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL1ByM1BHaENaNlkwP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL1pNcVZTeTM3QkljP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL0k5ZXJ3QlBzZUJRP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL3Q3OUlabThLc3ZzP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL1ZkZGRmM05oSXM4P3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==
PGlmcmFtZSB3aWR0aD0iMTAwJSIgaGVpZ2h0PSIxMDAlIiBzcmM9Imh0dHBzOi8vd3d3LnlvdXR1YmUuY29tL2VtYmVkL05tb3FTM1BiczNJP3JlbD0wIiBmcmFtZWJvcmRlcj0iMCIgYWxsb3dmdWxsc2NyZWVuPjwvaWZyYW1lPg==