{"id":6608,"date":"2025-10-22T10:00:58","date_gmt":"2025-10-22T08:00:58","guid":{"rendered":"https:\/\/cys.group\/?post_type=article&p=6608"},"modified":"2025-10-22T10:00:58","modified_gmt":"2025-10-22T08:00:58","slug":"make-feedback-an-integral-part-of-your-way-of-working","status":"publish","type":"article","link":"https:\/\/cys.group\/en\/article\/make-feedback-an-integral-part-of-your-way-of-working\/","title":{"rendered":"Make Feedback an Integral Part of your \u201cWay of Working\u201d"},"content":{"rendered":"<h2 id=\"step-1-build-your-optimal-measurement-house\">Step 1: Build your Optimal Measurement House<\/h2>\n<p>A good measurement house starts with clarity on what you want to know and why. Focus on:<\/p>\n<ul>\n<li><strong>Customer journey and employee journey moments<\/strong>: Think of onboarding, service contact, departure moment.<\/li>\n<li><strong>Different perspectives<\/strong>: Combine quantitative (NPS, eNPS, CSAT) with qualitative feedback from customer or employee stories.<\/li>\n<li><strong>Rhythm and relevance<\/strong>: Measure frequently enough to recognize patterns, but ensure it fits with work practices.<\/li>\n<\/ul>\n<p>\ud83c\udfaf <em>Tip:<\/em> Think in terms of \u201caction-oriented feedback\u201d: Which insights help teams act differently tomorrow?<\/p>\n<h2 id=\"step-2-activate-teams-from-feedback-to-action\">Step 2: Activate Teams \u2013 from Feedback to Action<\/h2>\n<p>Ensure that feedback is not just something for headquarters, but that every team understands: <em>this is about us, and we can do something with it.<\/em><\/p>\n<ul>\n<li><strong>Translate insights into the team&#8217;s context<\/strong>: Use concrete customer and employee quotes in team meetings.<\/li>\n<li><strong>Give teams ownership<\/strong>: Let them choose and monitor improvement actions themselves. Consider securing action plans through short feedback stand-ups, for example.<\/li>\n<li><strong>Train team leaders in conversation techniques<\/strong>: Making feedback discussable requires skills \u2013 invest in them.<\/li>\n<\/ul>\n<p>\ud83e\udde9 <em>Tip:<\/em> Use storytelling \u2013 have colleagues share what they&#8217;ve changed based on feedback.<\/p>\n<h2 id=\"step-3-make-feedback-part-of-your-way-of-working\">Step 3: Make Feedback Part of your \u201cWay of Working\u201d<\/h2>\n<p>Feedback should not be a project, but part of the daily rhythm:<\/p>\n<ul>\n<li><strong>Integrate into meeting structures<\/strong>: Consider a fixed feedback moment in the weekly meeting, discussing the latest customer stories.<\/li>\n<li><strong>Link feedback to goals\/KPIs<\/strong>: For example, customer impact as a fixed agenda item in quarterly reviews.<\/li>\n<li><strong>Celebrate successes<\/strong>: Show how feedback leads to improvement \u2013 this motivates and strengthens the feedback culture.<\/li>\n<\/ul>\n<p>\ud83c\udf1f <em>Organizations that do this well notice: more engaged employees, more satisfied customers, and faster adjustments in operations.<\/em><\/p>\n<h2 id=\"finally\">Finally<\/h2>\n<p>Do you want to truly build a customer-oriented organization? Then start with the people who make the difference: your employees. Put their insights at the center, give them the tools and space to act, and build a culture where feedback is the engine of continuous improvement.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>In a time when customer expectations are changing rapidly and employee engagement is becoming increasingly important, organizations are looking for ways to work in a truly customer- and people-oriented manner. A powerful CX\/EX feedback platform is not a luxury in this context, but a necessity.<\/p>\n<p>Yet we often see that feedback ends up in dashboards that only management looks at \u2013 while the greatest opportunity lies in activating teams on the work floor.<\/p>\n","protected":false},"author":1,"featured_media":0,"template":"","meta":{"_acf_changed":false,"inline_featured_image":false},"class_list":["post-6608","article","type-article","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/article\/6608","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/article"}],"about":[{"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/types\/article"}],"author":[{"embeddable":true,"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/users\/1"}],"wp:attachment":[{"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/media?parent=6608"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}