5 timeless signals of agility that drive employee satisfaction [eNPS]

Vidhya Abhijith
May 10, 2020 · 3 min read

In an Agile world, that demands delivering the new in the now — can teams be agile to the speed of thought?

Self & Peer Satisfaction [eNPS] demands a new definition, with transparency, empathy & agility central to shared trust, safety & satisfaction.

Employee satisfaction over a journey (of value exchange), can be observed as a continuous stream of signals observed over time, which at any given point in time — represents a fusion of multiple aspects of self and peer leadership culminating into “Agility” in the moment.

eNPS as a continuous stream of “agility” indicators

Relationship with oneself and peers, at work at any given point, can be broadly assessed by observing the level of shared trust, safety, transparency, value exchange, empathy & agility.

An agile team employs self management (to lead oneself) & peer harmony (to lead others) that is often revealed in how it sustains an orchestrated symphony of team work to deliver value, demanding agility in the moment.

Here are 5 (timeless) peer satisfaction signals, that may help an agile team sense unspoken needs & maximize value, at every moment of opportunity:


Did the peer demonstrate commitment to manage one’s presence well — to consistently deliver value as predicted / planned & plan one’s absences well with the consensus of team members? Did the peer demonstrate high situational awareness & attention to detail, to embrace the new & serve the need in the now? #Dependability


Did the peer demonstrate immediacy to gather necessary information & stakeholder(s) input to make an informed decision — promptly in moments that demand clarity of possibilities & preferred outcome? Did the peer demonstrate sharpness & critical thinking, to eliminate the unnecessary? #Competence


Did the peer demonstrate agility to change thought process when faced with new information? Did the peer demonstrate high willingness & flexibility, in (unlearning and) learning a new method to solve the problem in the now? #Ownership


Did the peer demonstrate openness to share information on work progress, new opportunities / risks? Did the peer demonstrate high authenticity & comfort, in handling moments of truth, acknowledging unknown unknowns and reassuring safety in the now?


Did the peer demonstrate equal consideration and listened to everyone’s fears / aspirations alike? Did the peer demonstrate high openness to diverse perspectives, see an opportunity to find the most optimal answer, in the now?

Is this applicable for any team?

All of the above 5 aspects of an agile mind, are universal and applicable to both at work or play, with individuals collaborating as one unit sharing a common goal & a set of values to live by. The collective agility of the team impacts the overall disruption quotient of the co-created outcome.

Codewave was founded in 2013, to create an environment of radical transparency, empathy and peer comfort — helping individuals to go on a fearless adventure of knowing what to do, when no-one’s there telling what to do. We continue to be a living, social experiment open to individuals / families / societies / organizations finding self sustainable alternatives to work. We’re thankful to everyone on our journey so far, to have shaped us to be who we are, stay true to our experiment and to who we aspire to become.

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