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Written by

Linah Ralepelle

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  • 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:

    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.

    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

    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

    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

    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.

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

  • SayPro Feedback and Evaluation Form: A survey for providing constructive feedback on the event.

    SayPro Feedback and Evaluation Form

    Overview

    The SayPro Feedback and Evaluation Form is a structured survey designed to capture employee insights on the quality, relevance, and impact of SayPro’s wellbeing and development events. This feedback mechanism is a crucial component of SayPro’s commitment to continuous improvement and employee-centered programming.

    The form solicits honest and constructive responses regarding event content, delivery, logistics, and overall experience. Responses are aggregated and analyzed to guide enhancements for future sessions, ensuring that SayPro’s offerings remain effective, engaging, and aligned with employee needs.

    Purpose

    The Feedback and Evaluation Form enables SayPro to:

    • Assess the effectiveness of the event’s content and format
    • Understand what aspects resonated most with participants
    • Identify challenges or gaps experienced during the event
    • Gather suggestions for improvement and innovation
    • Demonstrate responsiveness to employee voices, reinforcing a culture of collaboration and respect

    Structure of the Form

    The form includes the following sections and question types:

    1. Event Details

    • Event Name
    • Date
    • Facilitator(s) / Presenter(s)
    • Format (webinar, workshop, panel discussion, etc.)

    2. Content Evaluation

    • How relevant was the event content to your personal and professional development?
      (Likert scale: Not relevant — Very relevant)
    • Rate the clarity and organization of the material presented:
      (Likert scale: Poor — Excellent)
    • Which topics or segments did you find most valuable?
      (Open-ended)
    • Were there any topics you felt were missing or could be expanded upon?
      (Open-ended)

    3. Engagement and Interaction

    • How engaging was the facilitator(s)?
      (Likert scale: Not engaging — Very engaging)
    • Did the event encourage participation and interaction?
      (Yes/No)
    • What suggestions do you have to improve participant engagement?
      (Open-ended)

    4. Logistics and Accessibility

    • Was the event scheduled at a convenient time?
      (Yes/No)
    • Were the technical aspects (audio/video/platform) satisfactory?
      (Yes/No)
    • Do you have any recommendations to improve event logistics or accessibility?
      (Open-ended)

    5. Impact and Outcomes

    • How likely are you to apply what you learned in your daily work or personal life?
      (Likert scale: Very unlikely — Very likely)
    • Have you noticed any immediate benefits since attending the event?
      (Open-ended)
    • What additional support or resources would help you implement what you learned?
      (Open-ended)

    6. Overall Satisfaction

    • Overall, how satisfied were you with this SayPro event?
      (Likert scale: Very dissatisfied — Very satisfied)
    • Would you recommend this event to a colleague?
      (Yes/No)

    7. Additional Comments

    • Please share any other thoughts or feedback you have about the event.
      (Open-ended)

    Submission and Analysis

    • Completed forms are submitted anonymously via the SayPro Employee Portal immediately following the event.
    • Responses are reviewed and analyzed by the SayPro Development Strategic Partnerships Office.
    • Key findings are summarized and incorporated into the SayPro Monthly May SCDR-2.
    • Insights are used to:
      • Refine content and delivery methods
      • Tailor future event topics and formats
      • Address logistical challenges
      • Enhance overall participant experience

    Strategic Importance Under SayPro Development Royalty

    The Feedback and Evaluation Form reflects SayPro’s commitment to a participatory, transparent, and adaptive culture. By systematically gathering employee feedback, SayPro ensures its wellbeing and development programs remain:

    • Relevant to evolving employee needs
    • Innovative in content and delivery
    • Inclusive and accessible
    • Impactful in driving growth and satisfaction

    This continuous feedback loop supports the vision of the SayPro Development Royalty to cultivate an environment where every voice matters and every learning opportunity is maximized.

    Conclusion

    The SayPro Feedback and Evaluation Form is a vital tool in SayPro’s ongoing effort to elevate employee wellbeing and professional growth experiences. Through candid feedback, employees help shape the future of SayPro’s learning culture, making it more responsive, engaging, and effective—quarter after quarter.