Organisational and cultural concept that creates engagement, satisfaction, quality, and productivity by establishing a “feedback and improvement” work culture.

SAM-arbejde is about improving the organisation’s way of being an organisation:

  • the cooperation in the organisation
  • how tasks are solved
  • the quality of the work
  • employee well-being and job satisfaction
  • productivity
  • reduced sick days
  • lower employee turnover

by establishing a work culture focusing on feedback, recognition, and improvement. We work with behaviour, relations, communication (between relations), decisions, strategies, procedures, systems (the professional/commercial).

The change arises by systematically expressing both positive and inappropriate/negative aspects within the organisation, over a period of timeWhen the positive aspects are expressed through recognition and praise, motivation increases, individuals “grow”, and the good behaviour and performance is strengthened. If negative and inappropriate aspects are not addressed, it becomes impossible to change them.

As it is easier to address the positive, it is here we start. Suggestions for improving procedures etc. are also, from our experience, not so challenging. Addressing and suitably handling the negative reports is crucial to ensure the reports can be used constructively.

The project is initiated by introducing management, managers, HR, the health and safety organisation, and union representatives to the project, the mindset, the system, and most importantly, what their role in the project is.

After this, a kick-off event is arranged for the entire organisation, and the project runs the subsequent 2-3 months – essentially on its own. The external consultant monitors the process and ensures that it is developing appropriately and constructively. Management and managers do not have access to the content within reports but are updated and informed about the employees’ participation in the project. This way, we ensure that everyone is participating actively in the project.

Managers may also need education and training in how to handle conversations with employees, and receiving critical reports from employees.

At the end of the agreed-upon period, the project is evaluated, and it is decided whether it should continue in full, or partially.