Freddie Mac is undergoing a shift towards embracing agility in every corner of their organization; through software and technology, process, and now, through people with Employee Voice.
Freddie Mac has a long and robust history of conducting traditional employee surveys aimed at assessing engagement. While the program has had a positive impact, it became clear that a fresh start could lead to even more improvement as the company continues its culture change journey. In particular, issues such as solutioning for the future as opposed to evaluating the past, being in a position to move more swiftly toward action, and being more transparent with feedback were all considered as the company redesigned its employee listening strategy.
This powerful story will be instructive for leaders that want to learn from Freddie Mac how they can transition from traditional surveys to an Employee Voice model in three clearly defined steps.
Concepts like Employee Voice, transparency, real-time feedback, and inclusion still sit on the “do not touch” list for many HR departments. Some People leaders are proponents conceptually, but when push comes to shove, the idea of embracing practices that give more power to employees can be too daunting or seem impractical.