Frequent small actions over big slow actions

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This is one of four principles from our Agile Employee Feedback Manifesto. These principles underpin the Joyous approach to employee feedback.


Traditional feedback gets summarised up to senior leaders, who eventually create high-level programs in response. But, bypassing direct leaders means we lose useful opportunities for individual action. And, it removes your opportunity to own a part of the outcome.


We believe that many individual actions will have a greater impact than a few high-level programs. And action will happen faster and more often. ​​