Companies will often wait to gather internal feedback until an exit interview after someone's resigned, or they'll organize an occasional survey to take a pulse on the company’s engagement. We feel that a quick, quarterly check-in is more aligned to our values Collaboration and Iteration. We use Google forms to gather feedback anonymously, and the responsibility of reviewing and collating feedback stays within People Operations to maintain confidentiality for all participants. We promise to share the spirit of the feedback we collect but will paraphrase and summarize responses and share only constructive and actionable feedback. Specific or personal comments or complaints will be investigated and dealt with privately, out of respect for the recipient(s).
In 2017, we rebranded our survey as a Stay Interview because we are most interested in three things: why people join, what makes them stay, and what would make them consider leaving GitLab. Below is a summary of the responses from the 130 team members (69.5%) who participated.
I know what is expected of me at work.
I have the materials and equipment to do my work right.
I have the opportunity to do what I do best every day.
In the last seven days, I have received recognition or praise for doing good work.
My supervisor, or someone at work, seems to care about me as a person.
There is someone at work who encourages my development.
At work, my opinions seem to count.
The mission/purpose of GitLab makes me feel my job is important.
My fellow employees are committed to doing quality work.
I have a best friend at work.
In the last six months, someone at work has talked to me about my progress.
In the last year, I have had opportunities to learn and grow.
Actionable Items from the Survey Feedback Issue:
Here is a summary of the responses from 91 team members (57%) who participated.
Remote working environment, product development, challenge of working on the product, potential we have for "making it big," great co-workers, the sense of a team, great culture, the feeling of being valued, personal responsibility, willingness of GitLab team-members to teach new GitLab team-members, transparency, and team calls.
#hiringchannel on Slack.
#diversity_inclusion. Please feel free to contribute at any time!
We also received a many responses stating we should not change or add anything, and that GitLab is an awesome place to work. This is great that GitLab team-members feel this way, and People Ops will continue to strive to create a culture where GitLab team-members are satisfied and engaged. Want to see where most of these changes were made? Check out the issue!
Summarized in this presentation about "Stuff the GitLab team likes and does not like", here is what the team said in September of 2015.
Freedom, flexibility, enthusiasm, passion, great, smart, engaging, enjoy teaching, feels like a family, great dynamic, supportive, approachable execs, supportive, transparency, speed of innovation, remote working, company sponsored training, great Summit in Amsterdam.
Great product, ability to create new processes, company growth, no bureaucracy, no high pressure, opportunity, our growth, the challenge of maintaining quality of people, product, brand etc, laser focus on improving collaboration through social coding, market adoption, our work is public so we can talk about it, and our ability to create new processes.