Metadata’s Foolproof High-Engagement Recipe

Sisa Canca ​

Suppose we were trying to create an engaged and satisfied workforce. Sounds good? Who else to know a thing or two, if not the impressive Metadata team who have averaged an Officevibe score of 9.6 over the past 12 months, with both relationships with the manager and with peers at 100%. They’ve got the recipe, and I’ll just let them cook: 

Ingredients: 

Right mindset/approach towards Officevibe as a tool. 

An approachable manager who has an open-door policy. 

A manager who genuinely cares.  

A rapport among teammates and with the manager 

Transparency and fairness 

Metadata method: 

Right mindset towards Officevibe: 

“The manager explained at length the importance of the tool. We understand Officevibe to be a big deal, and it affects different people in different ways. It’s not supposed to be a fighting tool to get back at management. I’ve always been someone who believes that when there is a problem, address it straight away. Waiting for two weeks for a survey doesn’t make sense.” 

An approachable manager who has an open-door policy. 

“We see her as someone who is approachable, and someone we can confide in. That’s why we call her “makazi” (aunt). She is our first point of contact. Nomntu always says that if anyone has an issue, they must go talk to her, and she will listen and take action, the beauty about her is she really means it.”

A manager who genuinely cares. 

“Nomntu leads with the kind of compassion I’ve never seen before. When someone shows that kind of compassion, you can’t help but meet them halfway. It helps that we’re such a small team. Makazi checks in with everyone. Since she started feeling under the weather, we help her carry her bags because we know she’d do the same for us. If I send makazi to war, she’ll go fight for us. She might not win, but I know she’ll do her best.”

Transparency and fairness 

“Our manager is transparent and trustworthy, and that helps a lot. She has no favourites. If children feel some children get more attention than others, this breeds resentment among them. She’s honest and open, and we all feel seen and met emotionally.” 

Rapport among teammates and with the manager: 

“We respect and support each other. Once you accept that as people, we’re all unique, it’s easy to deal with anyone. We learn a lot about each other and from each other. Whenever I’m around my team, I get to be myself.

If I can’t go to my line manager with an issue, it means we haven’t built rapport between the two of us. When you say people should come to you with anything, really do mean it, because your actions speak louder than words. If I have come to you and I’ve seen you treat whatever I told you with compassion and a sense of urgency, I’ll know that I can come back again.” 

Mix and serve daily in no particular order, and….voila!

This recipe has the personal approval of Lucas Rogers, Karabo Maroga, Barbara Botha, Emma Ngomane, Lesley Tshamano, Marieta Machaieie and Zandile Makonana. 

Please note the quotes on the article came from different members of the team, not all of them and were merged to tell a shorter version of the team’s story