SayPro Provide Feedback Offer constructive feedback during one-on-one sessions with their manager about the activities and how they can be improved for future quarters

Here is a detailed and professional write-up for the SayPro Provide Feedback initiative, designed for inclusion in the SayPro Monthly – June SCDR-6 report under the SayPro Development Strategic Partnerships Office, as part of the SayPro Development Royalty program:

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SayPro Provide Feedback

Report: SayPro Monthly – June
Code: SCDR-6
Department: SayPro Development Strategic Partnerships Office
Program: SayPro Development Royalty

Objective:

To foster a culture of continuous improvement and open communication by encouraging employees to offer constructive feedback on engagement activities through one-on-one sessions with their managers. The aim is to gather insights that can guide the design and delivery of more effective initiatives in upcoming quarters.

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Feedback Participation Guidelines:

All SayPro employees are encouraged to:

• Participate in at least one structured feedback session with their direct manager per quarter.
• Share honest, respectful, and solution-oriented input regarding:
  • The effectiveness and relevance of employee engagement activities
  • Suggestions for improvement
  • Barriers to participation and possible solutions
  • Preferences for future themes, formats, or topics

Managers are trained to:

• Facilitate open dialogue in a safe, confidential setting
• Use active listening techniques
• Document key takeaways using the SayPro Feedback Tracker Tool

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June Feedback Sessions Snapshot:

1. Participation Rate:
   • 81% of staff completed their Q2 one-on-one feedback sessions
   • Conducted between 3–21 June 2025
2. Top Themes Identified:
   • Desire for more flexible timing of wellness activities
   • Increased interest in role-specific workshops (e.g., finance, M&E, outreach)
   • Strong appreciation for team-building events, but requests for more real-world case integration
3. Immediate Actions Taken:
   • A feedback summary was submitted to the SayPro Engagement Committee
   • Q3 activities will include:
     • A pilot for department-specific development tracks
     • Introduction of asynchronous wellness content (recorded sessions, on-demand tools)
     • Incorporation of employee-suggested challenges into the next team-building event

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Strategic Alignment:

The SayPro Provide Feedback initiative directly supports the SayPro Employee Engagement Framework pillar:
“Listen, Learn, and Lead with Insight.”

It also fulfills internal accountability mandates under the SayPro Development Royalty Program, where every activity must be:

• Evidence-informed
• Staff-responsive
• Iteratively improved based on internal learning loops

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Strategic Value:

This initiative ensures that SayPro:

• Treats employees as co-creators, not just participants
• Improves program relevance, inclusivity, and participation rates
• Strengthens trust in management and organizational responsiveness

By closing the feedback loop, SayPro maintains its position as a learning organization, committed to refining its practices in real-time and honoring employee voices.

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Would you like this compiled into a full Q2 Engagement and Learning Summary Report with a feedback dashboard and recommendations for Q3 planning?