From the very first development program that MeQ was a part of, the participants that used MeQ were diverse in almost every way, hailing from numerous cities and countries around the world. This included San Francisco and New York (USA), Sao Paolo (Brazil), London (UK), Paris (France), Madrid (Spain), Lausanne (Switzerland), Frankfurt (Germany), Johannesburg and Cape Town (South Africa) , Singapore, Tokyo (Japan), Sydney and Melbourne (Australia). Since then MeQ has been used in many other cities and countries too.
We’re proud to say that according to Bain & Co, the source of the Net Promoter Score system, MeQ’s NPS ranks in the category of ‘Excellent’.
MeQ’s NPS is derived from users at senior and middle management levels from diverse geographies across the world. Can MeQ be better? Always, MeQ will always be able to get better and we will constantly strive to keep doing that both through our research and listening to the great ideas, requests and suggestions from our community. If you have suggestions, we’d love to hear from you (support@supermeq.com).
MeQ has received positive feedback from users at all levels of experience in companies. We realise that MeQ’s user-friendly and modern design, the use of emoji and positive language can create the impression that this is not for senior audiences nor for organizations in ‘serious’ industries. Senior leaders need greater self-awareness and possibly even more than junior leaders as research shows how people around them stop giving them feedback as they rise through the ranks. They develop blind spots that can lead to derailing, or inexplicable plateauing, just at the time they should be transitioning into mid and late career roles. Our beta testing was with a diverse group of people from around the world, many of them very senior within large organizations in serious’ industries. MeQ’s Net-Promoter score is derived from users at senior and middle management levels from diverse geographies across the world and we’re proud to say that according to Bain & Co, the source of the NPS system, it ranks in the category of ‘Excellent’.
Only you have access to this. Your organization does not. You can choose to share it with people (e.g. a colleague, manager or coach).
Yes it is. At MeQ, we’re committed to full compliance with the General Data Protection Regulation (GDPR). If you would like further detail, you can read about the MeQ Privacy Policy and Terms of Service here.
We have limited the number of respondents you can invite to 15 people. It is better to choose a number of smaller groups to provide feedback. With the 12 month repeat license you can repeat MeQ up to 5 times in that period, meaning that you can select different respondent groups to get different perspectives (e.g. work colleagues, clients or suppliers, fellow participants on training programmes, etc.).
Yes. The person you are responding to will never see your specific replies linked to your name. Your replies will be combined and shown as the observations from between 4 and 15 people and placed in a random order before they see them. If you use a specific term or language that is unique to you in the free text responses, they could link that comment back to you. If you write your name as part of the text responses, well that is also a bit of a give-away!
Yes. A company with multiple users has access to a dashboard which shows the trends across the entire company user base and can be used to identify further development needs, perceived levels of engagement and even stress levels. This dashboard also provides a company with the ability to monitor the MeQ progress of their people (e.g. started, sent invites, received feedback report, etc).
This is optional. Your opinion of how others experience you can be meaningful when you compare it with how others actually experience you. You are provided with an opportunity to do this during the MeQ user process.
Da Vinci famously said that “Simplicity is the ultimate sophistication” and to that we say “Viva Leo, Viva!”. There’s a lot of complexity out there and, although some is warranted, so much of it gets in the way of the goal (fast, safe and powerful feedback) and a good user experience. Our goal is to make it easy to get feedback and easy to give feedback. That for us is sophistication. That’s why we focused our time on not doing the hundred other things that some may think are cool widgets that would get in the way. We’re always working on new features though so watch this space and please give us a hard time if they start making MeQ complicated!
No, to keep things simple the standard invitation wording cannot be changed at this stage. You can however send the people you invite a short note via email or direct message in advance to position it if you wish.
Yes. A company with multiple users has access to a dashboard they can use to monitor the MeQ progress of their people (e.g. started, sent invites, received feedback report, etc). This dashboard also contains page which shows the trends across the entire company user base which can be used to identify further development needs, perceived levels of engagement and even stress levels.
Your blended feedback will be ready to be generated once all the people you invited have completed their responses. If some people are taking too long or have declined to respond, you can still generate your report if 4 or more people have responded (excluding yourself if you completed the ‘Your Opinion’ section).
No. Only a user can access their individual report. An individual user can however choose to share their report with others if they wish to (e.g. a colleague, manager or coach). A company with multiple users has access to a simple dashboard they can use monitor the MeQ progress of their people (e.g. started, sent invites, received feedback report, etc).
You’ll get email updates or you can log back in to view progress on your dashboard.
MeQ has been designed to maximize the quality / directness of feedback to the individual and research indicates that ensuring anonymity is still the best way to do this. In addition to the research, our direct experience also supports this finding. This provides a safe and non-threatening process for both the individual and their respondents. There is however a trade-off in that companies with, or striving toward, a culture of total transparency (‘radical candor’ is the modern term) prefer to make who-said-what known. In these cases, we suggest the company ask the respondents to place their name or initials in brackets next to their comments in MeQ’stwo qualitative questions. This is a temporary solution as we work towards a system that can accommodate both approaches. Very importantly though, if the culture is not yet one of total transparency or radical candor, asking respondents to do this will negatively impact the quality of the process.
Yes. Keep in mind that the MeQ system will send out gentle automated reminders after day 2, 4, 7 and 13. You can of course send a personal reminder too via email or phone if it will help. Just not too often though, we find that harassment is a poor motivator in this case ;)
MeQ is chosen by leaders and companies who believe people want to keep growing, all they need is opportunities to do so AND, that ALL their people should have access to personal growth, not only a select few. MeQ provides powerful analytics on trends such as engagement levels, stress markers and development needs, allowing companies to make better decisions in supporting their peoples’ quest for personal growth and success.
That’s cool. You can simply remove them from the list of your MeQ group and replace them with someone else.
We accept payments via all major credit cards using stripe.
No, you would need to delete the respondent’s details and add them back onto the list again. As a safety precaution, the link from the first invitation sent will no longer work.
Yes you can. This is sometimes necessary if the person you have invited is unable or not keen to respond. They will not be notified that you have removed them. When they click on the lick to provide you with feedback it will simply indicate that the link is no longer active.
No. Once they have responded, it cannot be removed from this round. You can however run a second round and then exclude them from that.
No, the numbers that appear next to the responses in your Blended Feedback exclude your responses. Your responses are clearly indicated and separate.
To keep the feedback anonymous, MeQ can only permit filtering on Gender or Relationship if there are at least 2 people in the category selected (e.g. female) and at least 2 in the category which was not selected (e.g. male). Filtering is a ‘nice to have’ feature but is not essential to the value you get from the process. We don’t inform users about the filtering feature when they are selecting their people as it may cause them to include people to provide feedback that would not have been their first choice.
Your blended feedback will rank the most frequently selected responses and mark the highest ones with a blue background. If there was no difference in the totals (e.g. all were selected once) then the blue highlighting will default to the responses that were received first.
Superb question! Currently, low external self-awareness is not seen as a global problem because well, awareness of the power of external self-awareness is still on the rise. So that would therefore not be the best description of the problem MeQ solves. MeQ solves a different problem for now and that is about helping companies help their people to grow, to be happier, to be more engaged and of course to be more effective. It does this by addressing a gap that is often forgotten or ignored because it is hard (expensive, time consuming, perceived as a threat, not meaningful) to do something about – this is more the problem. MeQ addresses this challenge by allowing companies to offer increased external self-awareness to all their people in a quick, safe, meaningful and cost-effective way.
For now no. Maintaining a carefully selected small set of powerful questions that are important to the individual user and also the to the companies they are part of, is our current focus. To allow users and companies to make meaningful comparisons on comparative trends, the same questions need to be used. If you are searching for a more traditional 360 degree feedback process that can measure capabilities specific to your company, we’d advise a quick Google search as there are many proivders in the market that offer this service – MeQ however, was designed for another purpose…
We’ve been wrestling with this ever since MeQ was conceived. Part of it comes from our academic background in Organizational Psychology. As you know, with multi-person feedback tools, users will often see differences in opinions from one respondent to another. Technically, statisticians would say the tool is therefore not reliable. The truth is that these very gaps in perception are what make multi-person feedback so powerful. They allow us to see the differences in perceptions that others might have of us. Strong themes become apparent and outlier comments can be identified. That being said, MeQ could be checked for test-retest reliability using the same respondents on the same person and short time gaps of a few days.
Regarding validity, we see face validity as important for MeQ i.e. we need to be sure that MeQ is providing feedback on aspects that a person finds useful. Aspects a person might not normally get feedback on. ‘Invisible-to-self’ aspects like facial expressions or greeting styles that impact how people perceive and respond to a person. Aspects that will increase external self-awareness in a meaningful way.
The MBTI, has received a lot of criticism for being neither reliable nor valid, yet is still one of the most commonly used personality profiles used in the workplace. Adam Grant’s article on the MBTI is entertaining reading as it criticizes the broad use of the tool but his perspective also has gaps. From my personal perspective, as long as it is used to catalyze constructive reflection and not pigeon-hole people, the validity of the MBTI is beside the point.
Similarly, the usefulness of MeQ is at this stage more important to us for example:
- Did it catalyze reflection, thought and action?
- Did it raise awareness and help people improve in an area that was important to them? Have people that have used MeQ been able to use the feedback as either directly valuable or as a catalyst to a self-awareness journey they may otherwise not have taken?
These are the types of questions we plan to keep asking users, now and in the future.
Self-complete personality profiles like MBTI, Hogan, DISC, Insights, Enneagram, etc. are powerful tools but they are all self-complete….External self-awareness is not easily accessible to most people. In our quest to introduce many people to the power of external self-awareness, MeQ was designed to be quick, intuitive and non-threatening. These characteristics don’t stop it from being a powerful additional lens to senior leaders that may already have done self-complete personality profiles like MBTI, Hogan, DISC, Insights, etc.
MeQ was designed for the large majority of people. MeQ might be disappointing for those rare lifelong self-awareness seekers but it has received very positive reviews from many people including highly driven ‘Type A’ personalities.
The work done by Dr. Tasha Eurich and her team over the last few years has advanced the field of self-awareness significantly. Her HBR article sums it up well. One of the great contributions has been a definition of self-awareness that includes external self-awareness – a piece often ignored or forgotten in research.
We started with a large cauldron bubbling over a fire on the leeward side of an enchanted mountain in Patagonia slowly adding …. ok, that’s not true!
With an academic background in Organizational Psychology and years of experience in human behaviour, we built up a very long list of good questions that people would value knowing the answer to. Then we started a process of prioritizing and refining. We needed to be sure that MeQ is providing feedback on aspects that a person finds useful. Aspects a person might not normally get feedback on. ‘Invisible-to-self’ aspects like facial expressions or greeting styles that impact how people perceive and respond to a person. Aspects that will increase external self-awareness in a meaningful way. We also considered what information would be useful to companies once synthesized across all of their employees.