This feels a little dehumanizing to me. As a manager and someone tasked with helping build company culture, pushing that work off to a chatbot seems like an abdication. As an employee, I value having a relationship with my boss where I can convey concerns and where he elicits them. Anonymous feedback absolutely has its place, but this seems targeted at replacing regular 1:1 bidirectional feedback, which is an incredibly important part of good culture.
Introducing Zeal – Breaking the norm of company culture
31–40 of 41 posts
Re: Introducing Zeal – Breaking the norm of company culture
#32Closed the website after a few unfruitful attempts at figuring out what it was about without watching videos. Not nice.
sorry to hear that we will look at making some adjustments to come across more clear without the video
Also, I'm unable to fast forward/rewind through video. Please hire a voice actor.
Re: Introducing Zeal – Breaking the norm of company culture
#33Suggestion to stop using the same fucking stock images with the same fucking benches everybody else is using to symbolize "cool company".
Re: Introducing Zeal – Breaking the norm of company culture
#34Suggestion to stop using the same fucking stock images with the same fucking benches everybody else is using to symbolize "cool company".
Noted :)
Re: Introducing Zeal – Breaking the norm of company culture
#35Feel Free to ask us any questions here!
Not having pricing on your page (or .. having the "up to 10 users -> free", "more than 10-> call us") is a non-starter imo. I need some idea of pricing before I spend any time looking. $10/user/year? $100? $1000?
That's fantastic feedback, we're taking everyone's comments and deciding what changes we want to implement next.
Re: Introducing Zeal – Breaking the norm of company culture
#36My two cents: Not sure what "Breaking the norm of company culture" means, but a company culture can be an important way to communicate the core values of a company. "Measure employee engagement" which is elsewhere on the website communicates the purpose much more clearly. Until I read your meetava page I thought this was some kind of replacement for company culture. Best of luck!
Re: Introducing Zeal – Breaking the norm of company culture
#37Earlier quoted context omitted.
sorry to hear that we will look at making some adjustments to come across more clear without the video
Honestly, a paragraph saying something like "Quarterly feedback reports are time-consuming, interrupt workflow, and often get put off or forgotten entirely, and waiting three months to get useful data prevents you from being proactive about changes. Zeal polls your employees via slack, getting data more often and taking less of their time and attention, allowing you to get more feedback faster and respond quicker tha…
Thanks for the suggestion! We actually have buttons in the works, the should be up in the next few days for all teams. They do make it so that all you do is click and move on.
We're taking all the feedback that we're getting and prioritizing what to work on next, thanks for helping out!
Re: Introducing Zeal – Breaking the norm of company culture
#38There is no such thing as good or bad company culture. The culture either supports the strategy or does not. Warm, fluffy and nice is an option, but there are others. A real pity the huge body of literature on this has been ignored.
Re: Introducing Zeal – Breaking the norm of company culture
#39This feels a little dehumanizing to me. As a manager and someone tasked with helping build company culture, pushing that work off to a chatbot seems like an abdication. As an employee, I value having a relationship with my boss where I can convey concerns and where he elicits them. Anonymous feedback absolutely has its place, but this seems targeted at replacing regular 1:1 bidirectional feedback, which is an incredi…
We do not aim to replace relationship between manager and employee. In fact our goal is to help strengthen the relationship. Believe it or not many managers do not have the proper training when becoming a manager to implement meaningful 1:1 meetings to solicit feedback and gauge how their people are feeling. We aim to better track and improve this relationship with gathered metrics so that managers never miss a beat. We also acknowledge that many people are not comfortable giving feedback in a one on one or publicly so our goal is to provide a channel for them to do so comfortably and productively. We have seen teams address feedback that has come through Ava and even implement and improve parts of their culture that management had no idea was an issue for its employees.
With that said, Ava is meant to strengthen relationships on the team and help the team collaborate when it comes to company culture. She even provides metrics on how relationships are within the company.
Re: Introducing Zeal – Breaking the norm of company culture
#40My two cents: Not sure what "Breaking the norm of company culture" means, but a company culture can be an important way to communicate the core values of a company. "Measure employee engagement" which is elsewhere on the website communicates the purpose much more clearly. Until I read your meetava page I thought this was some kind of replacement for company culture. Best of luck!
Thank you for the encouragement! :) We are actively working on fixing our message on the website to be more direct and clear.