Listening to Empower: The Fresh Gravity Way 

Written by Nital Sawde, Sr. Specialist, People & Talent

At Fresh Gravity, we believe that our people are at the heart of everything we do. Every innovation, every idea, and every achievement begins with the passion and commitment of our team members. Yet, one of the most powerful contributors to Fresh Gravity’s success isn’t just what we communicate to our people or ask them to do, but it’s how deeply we listen to them. 

Our culture is such that we strongly believe that a happy team leads to happy clients.  

Hence, we ensure to gather feedback from employees. It is more than collecting opinions; it’s about understanding experiences, building trust, and creating an environment where everyone feels valued and heard. 

The feedback we gather serves as a bridge between leadership and employees, helping us see the organization through the eyes of those who live its values every day. At Fresh Gravity, we encourage open and honest dialogue — whether through surveys, one-on-one connects, or informal conversations — because listening is the first step toward learning and improving. 

We believe feedback fuels both engagement and satisfaction. While closely connected, these two come from distinct experiences: 

Employee satisfaction reflects how content employees feel with their role, work environment, and leadership support. 

Employee engagement goes further; it’s about how emotionally and intellectually invested they are in contributing to the company’s success. 

When we act on feedback — by improving policies, enhancing communication, or refining processes — employees see that their voices lead to real change. This not only boosts satisfaction but also cultivates a strong sense of ownership, pride, and empowerment.  

Key Stages Where Employee Feedback Is Gathered 

1. Onboarding Stage

Purpose: To understand the new joiner’s initial experience and identify onboarding gaps. 

Focus Areas:  

• • Clarity of role and responsibilities 

• • Support from the onboarding team 

• • Access to tools, resources, and information 

• • First impressions of company culture 

2. Probation Feedback

Purpose: To capture the early journey experience and ensure alignment of expectations. 

Focus Areas: 

• • Quality of induction and training 

• • Role clarity and workload 

• • Manager and team support 

• • Integration into company culture 

• • Inclusiveness in the project and the project team

3. Performance Review Stage

Purpose: To facilitate two-way feedback between managers and employees during goal setting and appraisal cycles. 

Focus Areas: 

• • Goal clarity and performance expectations 

• • Opportunities for skill development 

• • Manager support and recognition 

• • Suggestions for team or process improvement 

4. Engagement Surveys 

Purpose: To measure overall satisfaction and engagement across the organization. 

Focus Areas: 

• • Workplace culture and communication 

• • Leadership effectiveness 

• • Career growth and learning opportunities 

• • Work-life balance and well-being 

5. Leaders as Listeners

Purpose: To create space for open dialogue. 

At Fresh Gravity, our leaders are active listeners. Through our “Leadership Connects” sessions, they meet with small groups of employees every quarter to understand their challenges, gather improvement ideas, and discuss these insights in Executive Meetings to shape future strategies. 

This kind of leadership strengthens relationships, enhances collaboration, and inspires people to bring their best selves to work every day. 

6. Exit Interviews

Purpose: To gather honest feedback from departing employees to identify trends that may impact retention. 

Focus Areas: 

• • Reasons for leaving 

• • Manager and leadership experience 

• • Work culture and team dynamics 

• • Suggestions for improvement 

7. Ad-hoc/Open Feedback Channels

Purpose: To encourage continuous dialogue beyond formal feedback cycles. 

Examples:  

• • HR connects, skip-level meetings, or pulse check-ins 

• • Anonymous suggestion boxes or digital feedback tools 

• • One-on-one discussions with managers 

Conclusion 

At Fresh Gravity, feedback isn’t a one-time activity — it’s an ongoing conversation. By valuing every voice, we continue to shape a workplace where people feel empowered, heard, respected, and inspired to grow. 

Because when we listen to our people, we don’t just improve processes — we strengthen our culture.
And that’s what keeps Fresh Gravity moving forward — together.