Fresh Eyes Pulse
Hello! This is your Fresh Eyes Pulse. It takes about an hour.
Keynes hired you for who you are, not just for ticking the boxes on a job description. Today is about checking you still get to be that person here.
Our commitment is to build the company we'd want to work for. In our roles, we know there are blind spots, things you see day to day that we might not.
You're three months in. You've been through training and you've worked with the team. We asked Thread to put Fresh Eyes together because we want to make sure Keynes is the company we believe it is, at every level, and that we're doing everything we can to help you succeed.
Nothing you say in Fresh Eyes will be held against you. It won't come up in reviews, and it won't affect your opportunities or how you're treated. Honest feedback, including about us, is exactly what we're asking for.
The only exception is a risk to someone's safety or serious misconduct, such as harassment or discrimination. Those we'll always act on.
Everything else helps us make Keynes the right place, not just for you, but for everyone who's here and everyone who joins. We want everyone to feel as happy to be at Keynes as we do.
Dan Larkman, CEO, and Daniella Romanaggi, COO
Fresh Eyes is run by Thread, independently. The conversation stays with Thread, and only what you agree to goes on the form.
• A safe place to say what you really think, the good and the not so good.
• Making Keynes better for you, your colleagues and everyone who joins after you.
• Giving the senior leadership group your fresh view, in your words.
It isn't a performance review, and it isn't a test. There are no right answers.
• Every new team member does this at around three months. We talk it through and fill in this form together as we go.
• You decide what goes on the form. It's shared with the senior leadership group with your name on it, and kept on record. Everything else stays with Thread.
• One exception: a risk to someone's safety, or serious misconduct such as harassment or discrimination, gets escalated.
We'll go through seven areas together:
• Being yourself. Whether you get to be the person Keynes hired.
• Belonging. Whether you feel part of Keynes and your team.
• Support. Whether your team has your back.
• Voice. Whether you can speak up, disagree and ask for help.
• Openness. Whether new ideas get a real hearing.
• Onboarding. Whether you got what you needed to get started.
• Recommend. Whether you'd recommend Keynes to a friend.
For each area, you'll pick the answers that fit best, then tell us what's behind them. We finish with your fresh eyes, the points you most want the senior leadership group to know, and sign-off.
Thanks for taking the time.
For each area, choose the answer that's closest to how it really is for you. Then tell us what's behind it. There are no right answers, and this isn't a performance check.
At Keynes, I can be myself.
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I'm using the skills and expertise I was hired for.
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I show up as myself here, not as who I think the team wants me to be.
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What's behind your answers?
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Where have you been able to be yourself, and where have you had to hold back?
I feel like an insider on my team, not someone on the outside looking in.
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What's behind your answers?
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What helps you feel part of things, and what gets in the way?
What's behind your answer?
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What's helping, and what's getting in the way?
I can speak up at Keynes.
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I can disagree with someone here, including someone senior.
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I can ask for help when I need it.
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What's behind your answers?
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When has it felt easy to speak up, and when has it felt harder?
When I suggest something new, my team gives it a real hearing, rather than "that's not how we do things here".
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What's behind your answer?
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What's helping, and what's getting in the way?
I got what I needed to get started at Keynes.
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What's behind your answer?
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What would you change for the next person who joins?
I'd recommend Keynes to a friend.
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What's behind your answer?
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What would you tell them it's really like?
What have you noticed that people here have stopped seeing?
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What you want them to know
In your own words, what are the three to five things you most want the senior leadership group to know?
Key point 4 (if you'd like)
Key point 5 (if you'd like)
In one line, what would make your next three months better?
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