In a word, VA Voices is about connection. Building connections between staff and the Veterans we serve. One important aspect of VA Voices is helping employees connect their personal values with their roles at work and connecting their personal values to VA’s mission, vision, and values. Our core values encompass lived experiences unique to each as individuals. These values inform how we act and focusing on them gives us vitality in our lives and in our work.

VA Voices is a 2-day, highly experiential staff engagement, built upon the power of story.  The goal of VA Voices is to cultivate a culture of constructive and activated staff to partner with our Veterans. Staff learn how to engage in more productive dialogue, which promotes (1) relationships with Veterans based upon empathy, respect, and trust (2) relationships among team members that encourage trust, respect, and mutual growth of the team.

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Feedback is a valuable commodity in all businesses and the Department of Veterans Affairs (VA) is no exception. Multi-rater feedback has exploded in popularity over the years and coincides with increased emphasis on self-awareness, a heightened focus on employee engagement, and improved organizational health. The purpose of any feedback system is to help participants understand how their behaviors are viewed by others. This can be a challenging process for some since many people care what others think of them and even constructive feedback can be a tough pill to swallow – depending on the nature and source of the feedback.

The National Center for Organization Development (NCOD) rolled out the first in-house 360-Degree Assessments in 2003 providing all VA employees with an opportunity to receive feedback from their colleagues. 360 feedback allows a participant to align strengths with the demands of the workplace. This “look in the mirror” is important to ensure work behaviors match the organization’s expectations. In addition, constructive feedback on areas needing improvement provides a way to gauge both the specific area as well as the urgency. The 360 process itself continues to contribute to a culture shift toward one where feedback is valued and where individuals are responsive to the expectations placed upon them. In fact, it can move a group to an atmosphere where people are interested in feedback and are constantly striving to improve.

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