There are lots of ways to give or get feedback, below are a few that we implement at Givebutter.

📜 Surveys

Great Place to Work surveys happen annually in late March/early April. There are 36 questions covering 8 different areas of focus; Leadership, HR practices, Compensation, Benefits, Teamwork and Relationships, Employee Engagement, Workplace and Procedures, and Corporate Social Responsibility.

eNPS surveys happen bi-annually in the end of Q2 and beginning of Q4. There are two sections to this survey, the first asks employees to rate whether or not they would recommend someone to work at Givebutter on a scale of 1 to 10. The second asks employees to rate various aspects of company culture on a scale of ‘Very Bad to Very Good.’

Manager Surveys happen bi-annually along with eNPS surveys. These surveys are meant to provide feedback to the People team about our current management structure and determine areas of training.

💛 Formal Submissions and Complaints to HR

There may be times when you choose to speak to HR to file a formal complaint or provide insight into a situation. It is encouraged that employees use whatever method of communication they are comfortable with to reach out to HR but it is encouraged that employee’s submit a request form using this link. Unless otherwise stated by the individual bringing the complaint, cases brought to HR are generally handled as such:

• Complaints in which an employee feels that they personally and/or their beliefs have been attacked, there is evidence of bullying, micro-aggressions, or infringement on personal safety are only acted upon after the individual bringing the complaint has been consulted unless the situation warrants disciplinary action.
• Complaints that concern job performance and do not cause a safety concern but could be inhibiting the individual bringing the complaint from being able to do their job may be brought to the attention of department heads or direct managers. Ideally, these complaints have been brought to the individuals manager previously and are being escalated to HR so that HR can mediate a solution.

When submitting a complaint to HR in a formal capacity, it is recommended that individual bringing the complaint include the following information:

• [ ] Outline any action that has already been taken to address the situation
• [ ] Who is aware of the situation
• [ ] What action, if any, you wish to be taken as a result of the complaint

Every complaint brought to HR, regardless of confidentiality or action, is documented in necessary and relevant personnel files kept by the HR team.

<aside> ☝ Please keep in mind that HR and the People team can not promise confidentiality in most cases but will do their best to limit the scope of knowledge.

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