Likelihood to Recommend
When a colleague shows a "Get it Done" attitude where he/she identifies problems and/or risks and then proactively taking action to resolve or escalate them without waiting for someone else to notice them I give them a kudos. When a teammate shows best practice through experience and research, one’s ability to willingly share with others, the trends and knowledge that reflect the leading practices in a particular subject I give them a kudos. When a colleague demonstrates efficiency in improving speed, achieving savings, or simplifying processes or systems for the business I give them a kudos. When one conducts themselves to ensure that the company maintains a reputation for corporate integrity, sound professional principles, and values that promote the company's mission I give them a kudos.
I think Officevibe is great for any office where management truly cares about how happy their employees are and is interested in making their company a great place to work. It's a quick and easy way for staff to give you honest thoughts and opinions that you can act on to make improvements
- Encourages employees to go above and beyond!
- Encourages our staff to make an effort to support our employees by handing out KUDOS for good deeds or for bright ideas that help innovate the company.
- Helps our leaders make informed decisions on good staff by viewing the distribution of KUDOS to our employees and helps maintain a level of professionalism between the employees.
- Feedback from employees was both consistent and swift - it doesn't take employees long to respond to questions.
- You can diversify the areas in which you're seeking feedback.
- Dashboard metrics / reports were great.
- I think Kudos could use some UI enhancements as it can be a bit much info at one time
- I believe Kudos could probably do a better job guiding administrators in setting up their organization kudos page/system to maximize its appearance and layout
- The one thing that I wish I could change would be that I am also sent the same survey that the staff gets and my answers count. We're a very small office so I feel that my answers skew the results no matter how I answer the questions. And it also skews the results if I just don't answer them as well, so it would be nice if I could have the surveys not come to me.
- The only other thing you would want to be careful of if you are an office as small as ours is that even though the feedback is truly anonymous as far as the software is concerned - if you only have a few people in your office you can sometimes tell who wrote the comment simply because you're familiar with the way each person speaks and writes, and the words and phrases that they use. You just simply have to be careful to take it at it's face value as if you didn't know who wrote it. This really isn't a weakness of Officevibe itself - it's just simply due to the fact that when you work so closely with just a few people you tend to learn peoples writing styles. If you're a bigger office it probably won't be an issue.
It is the best reward and recognition program I have come across so far as a team member and leader who is focused on successful completion of projects and being goal oriented. It gives one a chance to publicly reward a team/member. Such motivation spurs healthy competition and growth among members.
Team Lead in Social MediaTelecommunications Company, 10,001+ employees
I didn't try anything else - Officevibe came across my desk and I went with it. I'm not sure what other options there are out there, but I'm sure there are a few. It's probably worth giving them a look, but if you're looking to keep your finger on the pulse of your company culture and employee happiness / engagement, Officevibe is not a bad choice at all.
Return on Investment
- Invests in the employee, who in turn invests with the company.
- Distributes rewards fairly and helps track progression within the company.
- Allows for others to see what others are doing when they are doing it well, thus it inspires greatness.
- I used it to decide how best to allocate my resources for employee benefits and perks. I was able to find out which ones were truly important to them and which ones they didn't really care about so I knew which ones to spend my money on.
- I've also been able to see whether I'm doing a good job as a manager and where I need to improve, whether it be in terms of management style, leadership, communication or even things like policy - I'm able to see what is working and what isn't and make adjustments accordingly.
Premium Consulting/Integration Services
Entry-level set up fee?
Premium Consulting/Integration Services—
Entry-level set up fee?