SayPro Provide Feedback: Participate in feedback sessions with managers to ensure continuous improvement of engagement activities and highlight areas of success.

Here is a detailed write-up for the SayPro Provide Feedback initiative, formatted for inclusion in the SayPro Monthly or Quarterly SCDR-2 report:

SayPro Provide Feedback
Title: Participation in Manager-Led Feedback Sessions to Improve Engagement Initiatives
Reporting Period: April | Report Type: SCDR-2 (SayPro Quarterly Employee Engagement and Participation)
Submitted by: SayPro Development – Strategic Partnerships Office
Under: SayPro Development Royalty

Objective

To ensure SayPro’s engagement activities remain relevant, effective, and inclusive, employees were encouraged to participate in structured feedback sessions with their managers. These sessions provided a platform to share constructive insights, identify strengths, and recommend areas for improvement in the overall employee engagement strategy.

Overview

In April, SayPro prioritized active listening and continuous feedback as part of its broader engagement framework. Managers across departments facilitated one-on-one and group feedback sessions focused on gathering employee input on engagement efforts, team dynamics, leadership visibility, and culture-enhancing activities.

Session Format and Participation

• Session Types:
  • One-on-one check-ins
  • Small team feedback circles
  • Anonymous digital input forms (optional follow-up)
• Timeframe: April 8 – April 19, 2025
• Participation Rate: 91% of SayPro staff
• Facilitators: Department Managers and HR Business Partners

Key Themes from Feedback

🌟 Areas of Success

• Strong appreciation for ongoing wellness and development programs
• Cross-functional project challenges seen as highly engaging and rewarding
• Recognition initiatives, especially “Employee of the Quarter,” boosted morale

🔧 Areas for Improvement

• Desire for more consistent follow-up on employee suggestions
• Need for clearer communication on how engagement activities align with organizational goals
• Request for more tailored development opportunities by department

Sample Employee Comments

“I really enjoyed the workshops and wellness sessions, but I’d love to see more feedback on how these activities tie into our growth goals.”
“The feedback sessions themselves were great—it made me feel heard and valued.”

Managerial Action Plans

Following the sessions, managers compiled feedback into brief action reports to be submitted to the Strategic Partnerships Office and HR. These reports included:

• Summary of common feedback trends
• Proposed improvements for the next quarter
• List of employee-led engagement ideas for potential implementation

Next Steps

• Develop a centralized SayPro Feedback Tracker to monitor suggestions and action items
• Host a mid-quarter “Pulse Feedback Roundtable” with representatives from each department
• Provide quarterly updates to staff on implemented changes based on feedback

Conclusion

The SayPro Provide Feedback initiative demonstrated the organization’s strong culture of open dialogue and shared responsibility for workplace improvement. By creating dedicated space for authentic employee voice, SayPro continues to refine its engagement efforts in alignment with real needs and evolving expectations.