A recurrent event at EG is our MEP-tour.
Our colleagues are known as MEPs. Motivation, Energy and Passion are values that are important in our EG culture. During this ‘Tour’, we listen to our colleagues.
At EG, the MEP-tour has been going on for many years. During this event, we ask for feedback to each team. Our management takes time to listen actively to proposals and remarks in order to improve. Improve in terms of reaching our goals, being more efficient but also in terms of employee satisfaction.
During the preparation, our MEPs can determine the subjects for the MEP tour. Our Managing Director Jef Hus and our HR Director Sigrid Wolfs then take time to discuss these topics. This part is the true strength of the MEP-tour: examples are shared, a context is set up, questions are asked in order to better understand the remarks, there is a mutual challenge, …
The MEP-tour is a yearly event during which we variate our approach. However, our main goal is always to listen to the employees and to take time to get to know each other. This way, we hope to lower the threshold so that our MEPs can always talk to our management team.
We realize that it takes courage to give feedback and to point out things that aren’t working to the management team. This is why this year, we have asked a training partner to give a feedback training to our colleagues and managers before the MEP tour.
Open and honest feedback can only happen in an honest and safe culture. We think it is important that our MEPs keep a growth mindset, that we take time to come together and handle feedback in a constructive way.
And it works! Time and time again, the MEP tour generates interesting feedback and offers a mental boost to each participant. Listening and being heard feels good. We like to raise our glass to that after each MEP tour.
After the MEP tour, our management team gets to work with their new challenges. We question existing process, we check whether new proposed methods and principles can be implemented, etc.
The keystone of the MEP tour is the feedback from the management. We explain what we will implement, which topics we would like to analyze further, and why we can’t pursue certain suggestions.
