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Opening the Door with GoVox


“Just as the bird needs wings to fly, a leader needs useful information to flow.”
Israelmore Ayivor, Leaders’ Ladder


As a leader, do you know who needs support right now, why they need it, what that looks like and how to provide it? Do you have a conscious plan that moves you from reactive to proactive?


Why do I partner GoVox?

To identify issues impacting peoples’ wellbeing, so that actions can be taken to support them. Prioritising the conversations that matter. GoVox focuses on providing ‘actionable insights’ that enable small changes early on to make a big difference. Deloitte has revealed that for every £1 invested at an organisational level, there is an average £5 return on investment. GoVox has evidence of an £11 return on investment for every £1 spent on their solution.


You’ve already ticked the box?

Many of you will already gather feedback via a range of measures, but as Jeffry Fry observes;


“Just because you have an abundance of information does not mean you have wisdom.”


An annual employee survey is dipping your toe in the water once a year. Pulse surveys provide a snapshot, the focus of which is often about business needs rather than people. The important questions to ask of your existing practices:

  • Are they serving the needs of your staff?
  • What do you do with the feedback?
  • How useful is it to inform fast responses?
  • What difference does the data make?

You are likely to be familiar with anonymous measures that identify trends and cohorts that require further support. But what about the ability to take this to the next level so, instead of every person in your organisation being thought of as part of a group, they are considered as individuals?

When you’re able to identify WHO is concerned about WHAT in a TIME-frame that is relevant, you are empowered to have a conversation that makes a real difference. Fast. And that’s what makes GoVox stand out from the crowd; it’s not anonymous.

Often, effective progress is not about time-consuming campaigns or revising processes and procedures, but about understanding specifically where things are not as good as they can be so that the right person can explore this quickly and personally to find a way forward.

Those ‘things’ might be about life inside or outside of employment, mental health, engagement with work activities, feelings about working relationships or any one of the myriad of realities that prevent us from being on top form.

When you have these insights and you can intervene early in the right way with the right people, you save costs. Individual performance might only dip momentarily as opposed to a steady decline. And expensive initiatives aimed at a cohort where data has shown there are some concerns that can be avoided if only a few individuals need support.

It’s about having the right information for the right purpose.


“The only difference between being uninformed and misinformed is that one is your choice and the other is theirs.”
Frank Sonnenberg, Listen to Your Conscience: That’s Why You Have One


Mental Health First Aiders

This is also a brilliant tool to add real value to staff with specialist roles. Many companies have a pool of mental health resources that are not reaching the people who need it because they don’t know who these employees are. Taking a passive approach that makes provision but requires people to seek it out is one way.

A more effective route is using a really simple tool that identifies who is struggling so that your MHFAs can approach them to offer support, maximising your return on these under-utilised, trained individuals.


Employees won’t take part!

The question that comes up most about employee participation is the fact that individuals are identifiable.  Surely people aren’t going to be honest if they aren’t anonymous?

Yet that is the very strength of GoVox and their data provides the evidence – (CHECK THIS) to show that the unique approach works.

Typical response rates start at 60-65% (based on an average of 500,000 Govox check-ins per month). Over the first six months, companies usually see an uplift in engagement to 70-75%, when organisations begin to respond to the data and employees realise the benefits. And that level of interactivity usually settles around three-quarters of the workforce long term.

Far from presenting as a barrier, when the tool is used within a culture that supports employee wellbeing and engagement, providing psychological safety, celebrating authenticity and transparency, and where people genuinely come first, GoVox is a welcome revelation. Get people right, get business right.


“What you don’t know has power over you; knowing it brings it under your control, and makes it subject to your choice. Ignorance makes real choice impossible.”
Abraham H. Maslow



A holistic approach

If your company is one where employees are afraid to speak up, you may have a little groundwork to do before introducing GoVox, but don’t worry, that’s where I come in.

Setting the scene is important. A bit like DIY, it’s all in the preparation. So, your leadership might need a guiding hand to think about how to create a culture where people can be honest about what’s getting in the way of them being able to engage, to be their best and to perform. And what are the right questions to be asking your staff? I can help you shape these.

And once that feels right, your managers may need a little support to develop the confidence and competence to have tricky conversations. These emotional intelligence and communication skills aren’t a given of people in management roles! I provide opportunities for people in all roles to understand and demonstrate these better.

And then there may be a series of tweaks or more significant changes that need to happen to enable employees to fulfil their role and to hold up your company’s reputation. But perhaps that is as simple as upskilling your workforce to understand and take responsibility for self-care for resilience and mental wellbeing. That’s my forte.

GoVox uncovers the necessary information and I help you to think about what it means and how to process it so that you can respond in the best possible way. Whether that’s about individuals or trends that have been identified, I work with you to develop the right response.


“In the age of technology there is constant access to vast amounts of information. The basket overflows; people get overwhelmed; the eye of the storm is not so much what goes on in the world, it is the confusion of how to think, feel, digest, and react to what goes on.”
Criss Jami, Venus in Arms


Listen to what Richard Lucas of GoVox and I have to say about the need for a different approach to turn good companies into great companies by re-thinking investment and support.


To find out more, get in touch and I can arrange a demo for you, the opportunity to explore how this will benefit your company and to answer your questions.