🚀 Getting Started - Company Admin in Woba (en)

Purpose of “Getting Started”

As a Company Admin, you play a central role in ensuring that Woba becomes a natural part of your organization’s work on well-being and sustainable performance — helping you get the most out of employee feedback and people data.

Woba supports you in anticipating and preventing stress, absenteeism, and talent loss. But how do you succeed best when you’ve just gained access?

This guide provides an overview of the key steps: from building a shared understanding to engaging leaders and employees — and turning insights into concrete actions that make a real difference in everyday work life.

👉 If you need a more technical walkthrough on how to set up your organization in Woba, you can follow this guide: [Indsæt link til Getting Started for Company Admins (HR/HSE) – TEKNISK]

💡 If you have Premium Service included in your subscription, you’ll get a dedicated Woba advisor who will help you tailor a concrete plan for implementation and embedding Woba in your organization.

🎥 Video Guide: Getting Started as a Company Admin

▶️ [Indsæt video eller Loom-embed]

This video covers:

Logging in and initial navigation of the Woba platform
First steps to planning your initial survey
How to engage leaders and employees in the process

🧾 The Key Steps in the Process

1. Set Direction and Purpose

The first step is to clarify why you are using Woba. Define together with leadership:

What do you want to achieve with Woba (e.g., improve well-being, prevent stress, reduce absenteeism)?
How does it fit into your existing HR or workplace environment strategy?
What goals and success criteria should be measured?
What expectations do you have for different roles and responsibilities within the organization?
How will you ensure follow-up on the surveys you conduct?

👉 Tip: A shared narrative makes it easier to get leaders and employees on board.

2. Involve Leaders Early

Leaders are key to embedding Woba locally. Invite them into the process early and share:

What their role is in using employee feedback constructively
How they will access their own data and the AI Executive Summary
How they can use the action plan module to drive improvements within their teams
What resources are available to support their work on team well-being and how you will assist them

👉 Leaders need to understand that Woba is not “just another HR project,” but a tool that helps them succeed as leaders.

3. Build Trust Among Employees

Employees’ voices are the foundation of Woba. To ensure high participation in surveys, communicate clearly about:

Why you are using Woba
How anonymity is guaranteed
How their input will be translated into real actions

👉 Tip: The clearer employees can see the connection between their feedback and concrete initiatives, the stronger their engagement will be.

4. Start with the First Survey

Once the foundation is set, the next step is to conduct your first survey.

Choose what makes the most sense to start with (e.g., Workplace Assessment (APV), well-being survey, or pulse survey)
Be clear about the purpose of this initial survey
Plan how the results will be shared and used afterward

👉 The most important thing about the first survey isn’t perfect numbers, but demonstrating that feedback leads to action.

If you need a guide to choosing the right questionnaire framework for your first survey in Woba, you can follow the guide here: [Indsæt link til Sådan vælger du den rigtige spørgeramme]

5. Turn Insights into Action

After the survey, your main focus is to help the organization move from insight to action.

Use the AI Executive Summary to identify strengths and challenges
Prioritize 1–2 focus areas at the start (better to achieve small, visible results than to take on too many initiatives)
Use the action plan module to assign responsibility and track follow-up
Involve the entire organization (executive leadership, managers, employees) in the survey results and how you will follow up on them

👉 True success comes when the organization experiences that their feedback leads to real change.

6. Follow Up and Demonstrate Impact

Embedding happens through continuous follow-up.

Share updates on action plans and progress in leadership meetings
Inform employees about what has been done — and what the next steps are
Use future surveys to show progress and adjust efforts accordingly

👉 Remember: Small improvements, openly shared, build trust and ensure lasting engagement.

💡 Tips for a Strong Start

Start with pilot projects in selected departments if your organization is large
Make it easy for leaders: provide them with tools and templates for communication and action plans
Celebrate small wins and share “success stories” internally
View Woba as a journey—not a one-time project

❓ Frequently Asked Questions

How do we ensure that leaders take ownership?
→ Involve them early, clarify their role, and provide practical tools.

How do we achieve a high response rate?
→ Build trust by emphasizing anonymity and show that feedback is actively used for improvements.

How quickly can we expect results?
→ Many experience increased engagement after the first survey when feedback leads to visible actions. But remember, it’s a learning process, and not every initiative will hit the mark right away. Be sure to involve employees in the initiatives.

🔗 Related Articles

How to Engage Leaders in Using Woba
Data Ethics and Anonymity in Woba
From Insight to Action: Working with Action Plans
Communication Templates for Leaders and Employees

✅ Checklist Before You Proceed

☑ Have you defined the purpose of Woba in your organization?
☑ Have you involved leaders in the process?
☑ Have you informed employees about anonymity and the purpose?
☑ Have you planned how to share results and actions?

📅 Last updated: August 18, 2025
📞 Need help? Contact us at support@woba.io or use the live chat in the bottom right corner.

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Getting Started - Company Admin I Woba (DK)