Giveth DAO Health Report

Dear Giveth fam,


The long-awaited moment is here. This extensive report aims to assess the overall health of our organization based on feedback collected through Giveth Self-Review forms. Everyone who has regular buddy review calls knows this form very well. It covers various aspects, including work environment, team dynamics, organizational processes, and mission alignment, therefore we can say this report offers a comprehensive view of the DAO’s operational effectiveness and community well-being from our own viewpoint.

This forum post will be followed by part 2 in which we’ll have the opportunity to explore suggestions based on the learnings from the feedback combined with the brilliance of AI.
My hope is that together we can learn from the past (this report), assess our current stage, and explore and develop improvements that can be applied along the process.

Praise @mitch @hanners717 @freshelle @Nicbals for their feedback and team support!

In Summary :white_check_mark:

The Giveth DAO Health Report, encompassing data from four quarters (4Q 2022- 3Q 2023), reveals a robust organizational culture with notable strengths in mission alignment, community spirit, and innovative work environment. It also identifies key areas for improvement in internal communication, professional development, and governance structures. This report synthesizes contributors’ feedback to present actionable insights for organizational growth and enhanced contributor satisfaction.

Areas of Strength :clap:

  • Cultural Openness and Transparency: Giveth’s culture is marked by a strong ethos of openness and transparency, fostering trust and encouraging active participation in the DAO’s evolution.

  • Community Spirit: The sense of belonging and community spirit is a key strength. This aspect is pivotal in maintaining high morale and a sense of shared purpose among contributors.

  • Innovative and Evolving Environment: This trait not only keeps the DAO at the forefront of blockchain and crypto philanthropy but also serves as a source of motivation and inspiration for its members.

Areas for Improvement :x:

  • Internal Communication: Despite Giveth’s open culture, there is room for improvement in internal communication and information flow. Contributors have suggested clearer workflows and more efficient community calls to reduce confusion and enhance team synergy.

  • Professional Development and Training: A recurring theme is the need for structured onboarding, training, and professional development opportunities. There is a desire among contributors to learn and grow, highlighting the importance of educational resources and training programs.

  • Financial Transparency and Sustainability: Concerns about Giveth’s financial health and long-term sustainability have been raised. Contributors seek clarity on financial matters and stress the need for developing sustainable revenue streams.

  • Governance and Decision-Making Clarity: Feedback indicates the necessity for clearer governance structures and decision-making processes. Contributors are looking for more decentralized decision-making and leadership models.

  • Work-Life Balance and Benefits: There is a need to revisit policies on employee welfare and benefits, especially concerning vacation time and work-life balance.

Detailed Analysis :mag_right:

In the following part you can see all questions from the feedback form and their detailed analysis. Each question has its own drop-down menu with detailed insights and data tables if applicable. You can dive deep in this next part.

Question 1 - Responsibilities Alignment:

Are there responsibilities you’ve taken on that you feel are NOT suited to your aptitudes or role?” (Y/N)

  • Key Insight: A majority of respondents feel that their responsibilities align with their aptitudes or roles. However, there’s a noticeable fluctuation in dissatisfaction. For instance in Q1 2023, only 1 out of 11 contributors felt that they have taken on responsibilities that are not aligned with their roles. Meanwhile, during Q2 2023, 8 out of 29 contributors felt the same way.
Data table
4Q 2022 1Q 2023 2Q 2023 3Q 2023
Responses: 27
Yes (respons. not suited): 6 (22.2%)
No (respons. suited): 21 (77.8%)
Responses: 11
Yes: 1 (9.1%)
No: 10 (90.9%)
Responses: 29
Yes: 8 (27.6%)
No: 21 (72.4%)
Total Responses: 16
Yes: 4 (25%)
No: 12 (75%)

Observations and Conclusions:

Stability in Satisfaction Levels: Across all quarters, a majority of respondents feel that their responsibilities are suited to their aptitudes or roles. This suggests a general alignment between employee capabilities and their assigned tasks.

Fluctuations in Dissatisfaction: There’s a noticeable fluctuation in the percentage of respondents who feel their responsibilities are not suited to their aptitudes or roles. The lowest was in the 1st quarter of 2023 (9.1%), and the highest was in the 2nd quarter of 2023 (27.6%).

Possible Seasonal or Cyclical Trends: The increase in the 2nd quarter of 2023 might indicate a seasonal or cyclical trend in dissatisfaction, which could be due to various factors such as changes in workload, the number of buddy reviews in the specific quarter, project cycles, or team dynamics.

Question 2 - Misaligned Responsibilities:

“What are these responsibilities that you feel are NOT suited to your aptitudes or role?”

  • Note: This question was answered only by participants who reported misalignment in the previous question.
  • Key Insights: Concerns about misaligned responsibilities range from technical tasks to leadership roles. Highest dissatisfaction reported in 2Q 2023 - 8 out of 29 responses.
Data table
4Q 2022 1Q 2023 2Q 2023 3Q 2023
6 out of 27 = 22.2% 1 out of 11 = 9.1% 8 out of 29 = 27.6% 3 out of 16 = 18.8%

General Trend of Concern: Despite fluctuations, a consistent portion of the workforce each quarter feels that some of their responsibilities are not well-suited to their aptitudes or roles except from 1Q 2023 where there was no misalignment.

Wide Range of Misaligned Tasks: The responses highlighted a diverse range of tasks and responsibilities that respondents felt were not aligned with their skills or roles, including technical tasks, leadership roles, and operational duties.

Skill Development and Training: The need for training and development in areas where contributors currently feel out of their depth.

Overextension and Role Overlap: Several respondents are taking on tasks beyond their primary role, indicating issues in task delegation and role definition.

Leadership Challenges: Concerns about leadership roles and decision-making suggest a need for support systems for those in leadership positions, including mentoring or leadership skills training.

Question 3 - Internal Resource Awareness:

“Do you know who to go to for questions in other areas of Giveth outside your scope?” (Y/N)

  • Key Insights: Over 90% of respondents across all quarters confidently knew who to consult for cross-departmental queries, indicating effective internal communication when it comes to knowledge sharing.
Data table
4Q 2022 1Q 2023 2Q 2023 3Q 2023
Yes: 26 (96.3%)
No: 1 (3.7%)
Yes: 10 (90.9%)
No: 1 (9.1%)
Yes: 28 (96.6%)
No: 1 (3.4%)
Yes: 15 (93.8%)
No: 1 (6.3%)

In summary, the responses to Question 3 reflect a strong understanding within the organization of where to seek information outside individual areas of expertise, suggesting effective internal communication and knowledge sharing. The few instances of uncertainty present an opportunity for targeted improvements in communication or onboarding processes.

Question 4 - Areas of Excellence:

“What are you doing really well?”

  • Key Insights: Contributors demonstrated a clear understanding of their strengths, which forms a foundation for professional development and strategic task delegation.
Detailed Insights

Self-Awareness and Confidence: Many contributors have a clear understanding of their strengths and areas of excellence. Leveraging this self-awareness can lead to more effective role distribution and team collaboration.

Foundation for Professional Development: Recognizing what contributors excel at provides a basis for further professional development. Encouraging contributors to build on their strengths can enhance job satisfaction and productivity.

Recognition and Empowerment Opportunities: Acknowledging these self-identified strengths can boost morale and empower contributors. It also informs management decisions regarding task delegation and the creation of opportunities that align with individual skill sets.

Question 5 - Areas for Improvement:

“What can you do better? How do you feel you could improve?”

  • Key Insights: Consistent emphasis made on communication, team coordination, time management, and technical skills as areas for improvement throughout the year. Interesting trend over time is showing a shift from task-specific improvements to broader strategic thinking and leadership skills.
Common Themes and Areas for Improvement

Time Management and Productivity: Many contributors expressed a desire to improve time management, increase productivity, and handle personal challenges that impact work efficiency.

Technical Skills Development: Several contributors mentioned specific technical areas they wish to improve, such as coding, understanding blockchain, smart contracts, and data analysis skills.

Communication and Team Coordination: Improving communication skills, better engagement with team members, and more effective coordination were frequently noted.

Leadership and Delegation: Some contributors/leaders expressed a need to improve in leadership roles, including being more vocal, delegating tasks, and managing workload.

Project and Task Prioritization: Learning to prioritize tasks more effectively and focus on strategic areas was a common theme.

Engagement in Organizational Processes: Increased participation in forums, decision-making processes, and a better understanding of organizational systems were mentioned.

Emotional and Mental Well-being: A few contributors acknowledged the need to manage personal well-being and its impact on work.

Trends Over Time

The focus of improvements seems to evolve over time, with earlier quarters focusing more on specific task improvements and later quarters emphasizing strategic thinking, leadership, and broader organizational engagement. Communication skills and team coordination remain consistent areas for improvement across all quarters.

Quantitative Summary

The most frequently mentioned areas for improvement are time management/productivity, technical skill development, and communication/team coordination.

Question 6 - Support from Giveth:

“How can Giveth support you better and make your life easier?”

  • Key Insights: Consistently in 3 out of 4 quarters, a bigger half of responses outlined clear requests in areas of support including relocation assistance, skill development opportunities, and improved communication tools.
Data table

This summary captures the specific requests and ideas from contributors across different quarters, highlighting key areas where Giveth may provide additional support to enhance the work experience and overall satisfaction of its contributors.

4Q 2022
Holiday/PTO Policy: Concerns about inadequate holiday and personal time off compared to European standards.
Skill Development: Interest in learning new skills, particularly in blockchain and data analysis.
Content Creation: Need for more contributors skilled in technical aspects of marketing and digital content creation.
Payment and Financial Stability: Ensuring timely payments and possibly revisiting the payment structure.
Reducing Bureaucracy: Desire to automate tasks and reduce time spent on administrative processes.
Improved Communication: Request for better communication tools, such as a shared calendar for scheduling.
Expanded Role Opportunities: Interest in contributing to areas more aligned with personal skills or Giveth’s long-term vision.
Relocation Assistance: Request for help in relocating to a better place.
13 out of 22 indicated satisfaction
1Q 2023
Training and Mentorship: Need for better onboarding and training in Giveth’s internal systems and blockchain technology.
Internal Communication: Request for more support in the communications department, particularly with content creation.
Technical Equipment Support: Appreciation for the grant provided for purchasing work-related equipment.
Legal and Tax Consultation: Access to crypto tax consultants and lawyers for contributors.
Involvement in Hiring Process: Desire to be more involved in the hiring process of new contributors.
6 out of 13 indicated satisfaction
2Q 2023
Workload Management: Managing workload more effectively to prevent feeling overwhelmed.
Engagement Tools: Interest in tools or methods to engage voters and inform people about important votes.
HR Processes: Need for a better HR process and possibly a new leader for the communications team.
Strategic Planning: Desire to reduce the number of calls and focus more on strategic tasks and project execution.
12 out of 25 indicated satisfaction
3Q 2023
Work-Life Balance and Job Security: Concerns about balancing work and personal life and the desire for job security.
Health and Well-being: Request for support in managing health-related issues and their impact on work.
Feedback on Performance: Desire for more feedback on performance and clarity on focus areas.
7 out of 18 indicated satisfaction

Question 7 - Growth and Skill Development:

“How do you wish to grow or expand? Any skills you want to develop further?”

  • Key Insights: Contributors are keen on scaling their abilities in alignment with Giveth’s core technologies and principles. There is strong interest in blockchain and Web3 technologies, leadership skills, and personal development practices.
Detailed Insight

Trend across all quarters

Strong Interest in Blockchain and Web3 Technologies
Contributors across various quarters show a keen interest in deepening their understanding and skills in blockchain technology, smart contract development, and Web3-related areas. This indicates a strong alignment with the core focus of Giveth and a desire to stay at the forefront of blockchain innovation.

Desire for Leadership and Project Management Skills
Many contributors express an interest in developing leadership abilities, project management skills, and community management capabilities. This trend suggests a growing interest in taking on more responsible roles and effectively managing projects within the Giveth ecosystem.

Focus on Communication and Public Speaking Skills
A consistent desire to improve communication skills, particularly in public speaking and effective writing, is evident. This trend highlights the importance contributors place on being able to articulate ideas clearly and engage effectively with the community.

Personal Development and Mindfulness
There’s a noticeable trend towards personal development, including conflict resolution, personal growth practices, and mindfulness. This reflects a holistic approach to growth, valuing not just professional skills but also personal well-being.

Creative and Technical Skill Development
Responses indicate an interest in developing creative skills like design, animation, and content creation, alongside more technical skills. This combination points to a desire for a diverse skill set that supports both creative expression and technical proficiency.

Understanding of Financial and Economic Aspects
An emerging trend is the desire to learn about tokenomics, blockchain audits, and finance-related skills. This suggests an awareness of the importance of economic understanding in the context of Giveth’s operations and the broader crypto ecosystem.


Alignment with Organizational Goals
The strong interest in blockchain, Web3 technologies, and tokenomics shows that contributors are closely aligned with Giveth’s core mission and the broader goals of the decentralized space. This alignment is crucial for the organization’s continued relevance and impact in the rapidly evolving blockchain ecosystem.

Capacity Building for Future Growth
The desire for leadership, project management, and communication skills indicates a community preparing itself for scaling and taking on more complex projects. This suggests that Giveth has the potential to develop internal leaders who can guide the organization through future growth phases.

Holistic Approach to Development
The focus on personal development and mindfulness reflects a holistic approach to growth. It highlights the importance of balancing technical skills with emotional intelligence and personal well-being. This balance is key to building a resilient and adaptive community.

Opportunities for Tailored Learning Paths
The varied interests in skills development present an opportunity for Giveth to create tailored learning paths and development programs. Customized training can cater to individual growth while supporting the organization’s broader objectives.

Community as a Learning Ecosystem
The community’s eagerness to learn and expand their skill sets suggests that Giveth could leverage its community as a dynamic learning ecosystem. Peer-to-peer learning, mentorship programs, and collaborative projects could be highly effective.

Need for Structured Training Programs
The expressed need for specific skills, such as in smart contract development or data analysis, points to the necessity of structured training programs. These programs could be internally developed or sourced through partnerships with educational platforms in the Web3 space.

Potential for Collaboration and Networking
As contributors express interest in various fields, there’s potential for collaboration and networking, both within the Giveth community and with external organizations and projects. This could lead to new partnerships, projects, and learning opportunities.

Feedback for Resource Allocation
Understanding what skills contributors want to develop can inform how Giveth allocates its resources, particularly in terms of educational tools, workshops, and community events."

Question 8 - Feeling Valued:

“Do you feel valued appropriately for your contributions to Giveth?”

  • Key Insights: Over 90% of respondents were consistently reporting satisfaction with recognition, but there are some concerns about visibility of contributions and financial compensation, for instance: “While I receive praise, I feel some of my efforts go unnoticed.”
Detailed Insight
4Q 2022 1Q 2023 2Q 2023 3Q 2023
1 NO out of 25 2 NOs out of 11 1 NO out of 27 2 NOs out of 15

Overall satisfaction level is 92,31 % (7.69%)

1. High Level of Satisfaction with Recognition
A majority of the responses across all quarters are affirmative (““Yes””), indicating a high level of satisfaction with how contributors feel valued at Giveth. This suggests a positive organizational culture where contributions are acknowledged and appreciated.
2. Need for Visibility and Acknowledgment of Efforts
Some contributors mention that not all their work is seen or valued, especially the efforts that are less visible or behind-the-scenes. This indicates a need for mechanisms to ensure that all types of contributions, including less tangible ones, are recognized.
3. Financial Compensation vs. Emotional Recognition
A few responses differentiate between feeling valued in terms of recognition and praise versus financial compensation. While contributors feel appreciated for their work, some express a desire for better financial remuneration, reflecting a common challenge in balancing emotional recognition with adequate financial compensation.
4. Perception of Contribution and Visibility
The mention of ““show off”” culture by a contributor in 3Q 2023 highlights an aspect of perception and visibility within the organization. This points to the importance of fostering a culture where genuine contributions are valued over mere visibility.
5. Impact of Feedback and Performance Discussions
Contributors’ feelings of being valued are influenced by feedback sessions and performance discussions. Positive feedback enhances their sense of value, while a focus on areas of improvement without acknowledging successes can affect their perception negatively.
6. Celebration of Milestones and Achievements
The suggestion for more celebratory acknowledgments when achieving milestones indicates a desire for public recognition of team and individual achievements.
7. Importance of a Praise Culture
The frequent mention of feeling valued and receiving praise suggests that a culture of regular positive reinforcement and acknowledgment is impactful and appreciated by the contributors.

Overall, the data reflects a generally positive sentiment among Giveth contributors regarding how they feel valued. However, it also highlights areas for improvement, such as ensuring comprehensive recognition, balancing emotional and financial appreciation, and enhancing visibility for all types of contributions. Giveth can use these insights to refine its recognition and reward systems, ensuring a continued sense of value and satisfaction among its contributors.

Question 9 - Life at Work:

“How are you feeling about your life at work?” scale

  • Key Insights: Over 70% of respondents ranked high their satisfaction with life at work, with a consistent trend across quarters.
Detailed Insight
4Q 2022 1Q 2023 2Q 2023 3Q 2023
1-5 scale 1 - 5 scale 1 - 5 scale 1 - 10 scale
Average 4.14; App. 82.8% are satisfied Average 3.73; App. 74.6% are satisfied Average 3.76; App. 75.2% are satisfied Average 8.06; App. 80.6% are satisfied; adjusted to the 1-5 scale

Question 10 - Improvements for Work Life:

“What would get it to the next level?”

  • Key Insights: Responses indicated overall high satisfaction but identified areas for further improvement such as better time management, finding more complex and challenging projects, or improving life-work balance. More details in table.
Improvements to Reach the Next Level

Common Themes for Improvement:

  • Better time and work management.
  • More challenging and complex projects.
  • Improved internal processes and clear focus.
  • Greater alignment of work with personal and organizational goals.
  • Desire for better life-work balance.
  • Calls for more competent team members or improved skills.
  • Frustrations related to perceived imbalances or inefficiencies.

Contributors Valuing Independence and Personal Growth:
Responses indicating a desire for independence, personal health, and skill development suggest contributors value opportunities for personal growth and autonomy.

Financial and Resource Concerns:
Some responses hint at financial considerations and the need for better resources (e.g., devices for work)."

Question 11 - Work-from-Home Setup:

“How are you feeling about your work-from-home set up?” scale

  • Key Insights: Over 70% of respondents ranked high their satisfaction with work-from-home setup with an upward trend.
Detailed Insight
4Q 2022 1Q 2023 2Q 2023 3Q 2023
1 - 5 scale 1 - 5 scale 1 - 5 scale 1 - 10 scale
Average Score: 3.57
Percentage Satisfaction: 71.4%
Average Score: 4.18
Percentage Satisfaction: 83.6%
Average Score: 4.1
Percentage Satisfaction: 82%
Average Score: 8.94
Percentage Satisfaction: 89.4%

Overall Satisfaction Trend:
The satisfaction scores generally indicate that contributors are fairly comfortable with their work-from-home setups, with averages ranging from 71.4% to 89.4% satisfaction across the quarters.
An upward trend in satisfaction from 4Q 2022 to 3Q 2023 is observed, suggesting improvements or growing adaptation to remote work environments.

Question 12 - Enhancing Remote Work:

“What would get it to the next level?”

  • Key Insights: A common request was for upgraded equipment, such as new laptops, ergonomic furniture, and better technology, to enhance the home working environment. Some contributors expressed a wish for occasional in-person team meetings or gatherings. More examples in table.
Detailed Insight

Common themes

Need for Better Equipment: A common request was for upgraded equipment, such as new laptops, ergonomic furniture, and better technology, to enhance the home working environment.

Desire for In-Person Interaction: Some contributors expressed a wish for occasional in-person team meetings or gatherings, indicating the value of face-to-face interactions even in a remote setting.

Work-Life Balance and Family Considerations: Challenges in balancing work and family responsibilities were noted, particularly for contributors with children, indicating a need for flexible working arrangements.

Improving Workspace Environment: Suggestions included having dedicated office space, managing distractions at home, and improving the overall comfort of the workspace.

Financial Support: Requests for financial assistance to purchase work-related equipment were mentioned, indicating a potential area where the organization could provide support.

Question 13 - Organizational Performance:

“How are we performing as an organization?” scale

  • Key Insights: Again, overall positive feedback with an upward satisfaction trend throughout the year. In general over 70% of respondents consistently rated Giveth’s performance high on the scale.
Detailed Insight
4Q 2022 1Q 2023 2Q 2023 3Q 2023
1 - 5 scale 1 - 5 scale 1 - 5 scale 1 - 10 scale
Average Satisfaction Score: 3.71
Percentage Satisfaction: 74.2%
Average Satisfaction Score: 3.91
Percentage Satisfaction: 78.2%
Average Satisfaction Score: 3.76
Percentage Satisfaction: 75.2%
Average Satisfaction Score: 8.06 (adjusted to the 1-10 scale)
Percentage Satisfaction: 80.6%

The satisfaction percentages ranging from 74.2% to 80.6% across the quarters suggest that contributors generally feel positive about how Giveth is performing. An upward trend in satisfaction from 4Q 2022 to 3Q 2023 indicates a possible improvement in organizational aspects or adaptation to organizational changes.

Question 14 - Next Level for Giveth:

“What would get it to the next level?”

  • Key Insights: Suggestions are covering a whole range of areas for improvement such as strategic direction and focus, internal processes and communication, sustainable funding and financial management, professionalism and skill development, or user-centric approach.
Detailed Insight

Strategic Direction and Focus: Contributors expressed a need for a clearer strategic direction, especially in terms of growth, sustainability, and user engagement. This points to the importance of having a well-defined strategy that aligns with the organization’s goals and values.

Internal Processes and Communication: There is a call for better internal organization, transparency, and communication. Streamlining processes and ensuring clear communication can enhance operational efficiency.

Sustainable Funding and Financial Management: The need for sustainable funding and better financial management is highlighted. This includes exploring diverse revenue streams to ensure financial stability and independence.

Professionalism and Skill Development: Some responses suggested a desire for increased professionalism and the development of specific competencies within the team. This could involve focused recruitment, training, and professional development initiatives.

User-Centric Approach: Prioritizing the needs and experiences of users was seen as crucial for organizational growth. This includes understanding and addressing user needs more effectively.

Implications for Giveth

The feedback indicates that while there is general satisfaction with the current state of the organization, there is a clear desire for evolution and growth in specific areas.
Addressing these areas can lead to improved performance, greater impact, and more robust growth for Giveth.
Implementing these changes requires a coordinated effort, including leadership involvement, active participation from all team members, and possibly external expertise for areas like strategic planning and organizational development.

Question 15 - Team Collaboration:

“What is it like to work with the rest of the team?” scale

  • Key Insights: Over 80% of respondents consistently expressed high satisfaction by giving high ratings, indicating a healthy team environment and strong team spirit across the organization with some potential for growth.
Detailed Insight
4Q 2022 1Q 2023 2Q 2023 3Q 2023
1 - 5 scale 1 - 5 scale 1 - 5 scale 1 - 10 scale
Average Satisfaction Score: 4.77
Percentage Satisfaction: 95.4%
Average Satisfaction Score: 4.18
Percentage Satisfaction: 83.6%
Average Satisfaction Score: 4.48
Percentage Satisfaction: 89.6%
Average Satisfaction Score: 9.19
Percentage Satisfaction: 91.9%

Question 16 - Enhancing Team Dynamics:

“What would get it to the next level?”

  • Key Insights: Suggestions for enhancements included more efficient communication tools, addressing time zone challenges, or increasing face to face interactions.
Detailed Insight

Improving Team Coordination and Communication: Responses indicated a desire for better coordination and understanding of team members’ availability and schedules, suggesting a need for more efficient communication and planning tools.

Addressing Time Zone Challenges: The global nature of the team poses challenges in scheduling and collaboration due to different time zones. Solutions could include flexible meeting times and asynchronous communication strategies.

Professional Development and Training: Some responses pointed to the potential benefits of team-building exercises, professional development, and training to enhance collaboration and team dynamics.

Encouraging Proactivity and Initiative: A recurring theme was the desire for team members to proactively take on tasks and contribute ideas, indicating a need for a more empowered and autonomous team culture.

Increasing Face-to-Face Interactions: Despite being a remote team, there’s a clear interest in more in-person interactions, whether through team retreats, meetups, or co-working opportunities.

Question 17 - Buddy System Experience:

“What is it like to work with your buddy?” scale

  • Key Insight: Over 88% of respondents in all quarters expressed positive experience working with their buddy by giving high ratings, however leaving some room for enhancement.
Detailed Insight
4Q 2022 1Q 2023 2Q 2023 3Q 2023
1 - 5 scale 1 - 5 scale 1 - 5 scale 1 - 10 scale
Average Satisfaction Score: 4.69
Percentage Satisfaction: 93.8%
Average Satisfaction Score: 4.44
Percentage Satisfaction: 88.8%
Average Satisfaction Score: 4.41
Percentage Satisfaction: 88.2%
Average Satisfaction Score: 4.41
Percentage Satisfaction: 88.2%

Question 18 - Improving the Buddy System:

“What would get it to the next level?”

  • Key Insights: Ideas for improvements were suggested to further keep enhancing buddy program structure, and fostering mentorship within the buddy system.
Detailed Insight

Enhancing Buddy Program Structure: The need for better structuring of buddy interactions points to a potential area for improvement. Structured schedules for regular check-ins and specific goals for each meeting could enhance the program’s effectiveness.

Fostering Mentorship within the Buddy System: Transforming the buddy system into a more comprehensive mentorship program could provide team members with opportunities for skill development and career progression, aligning with Giveth’s ethos of continuous learning and growth.

Addressing Time and Availability Challenges: Some team members expressed concerns about the availability of their buddies. Ensuring that buddies have aligned schedules and sufficient time to dedicate to the program can improve its impact.

Building on Cultural and Personal Connections: The buddy system is an integral part of Giveth’s team culture. Strengthening this aspect can further improve team morale and cohesion, vital for a decentralized team.

Question 19 - What Contributors Like About Giveth:

“As a contributor, what do you like about Giveth?”

  • Key Insights/Themes captured: Contributors appreciate openness and transparency, mission and values, flexibility and autonomy, community and the team spirit, innovative and evolving environment, praise culture and positive vibes.
Detailed Insight

Based on the responses, the community and team spirit combined with Giveth’s mission and values stand out as the most favorite aspects. The feeling of being part of a supportive, value-driven family that is collectively working towards meaningful goals in the blockchain space is a recurring theme and appears to be the core of what makes working at Giveth special for its contributors.

These insights suggest that to continue thriving, Giveth should maintain and foster its open, transparent, and community-oriented culture. The emphasis on flexibility and autonomy, along with the organization’s innovative spirit, are also key aspects that contribute to the satisfaction and motivation of its team members. By nurturing these elements, Giveth can continue to attract and retain contributors who are passionate about its mission and values.

Question 20 - Organizational Improvement Areas:

“Is there anything you see that Giveth can be doing better as an organization? How can Giveth do better?”

  • Key Insights: Persistent themes found across the quarters suggest that while Giveth is appreciated for its mission, culture, and community, there are areas that require ongoing attention and improvement. By focusing on these recurring themes, Giveth can enhance its operational efficiency, ensure financial stability, and maintain a supportive and progressive work environment that aligns with its ethos and mission.
  • Recurring themes: Need for enhanced internal communication, professional development and training, financial transparency and sustainability, improved work-life balance and benefits, governance and decision-making clarity.
Detailed Insight

Recurring Themes Across the Quarters

Need for Enhanced Internal Communication:
Contributors consistently highlighted the need for better communication within the organization. This includes clearer workflows, more efficient community calls, and improved exchange of information between working groups.
Streamlining communication can lead to more cohesive and efficient operations, reducing confusion and enhancing team synergy.

Professional Development and Training:
There’s a repeated call for structured onboarding, training, and professional development opportunities. Contributors are keen on learning and growth, suggesting the importance of investing in educational resources and training programs.
By enhancing skill sets and providing clear guidelines, Giveth can ensure contributors feel more empowered and equipped to handle their roles effectively.

Financial Transparency and Sustainability:
Concerns about Giveth’s financial health and long-term sustainability are consistently mentioned. Contributors seek more transparency in financial matters and stress the importance of developing sustainable revenue streams.
Addressing this concern is crucial for ensuring the organization’s stability and contributors’ confidence in its future.

Improved Work-Life Balance and Benefits:
Requests for more vacation time and better work-life balance were brought up multiple times, indicating a need for Giveth to revisit its policies on employee welfare and benefits.
Enhancing these aspects can lead to higher job satisfaction and productivity, as well as contribute to a healthier organizational culture.

Governance and Decision-Making Clarity:
There’s a recurring theme around the need for clearer governance structures and decision-making processes. This includes defining roles, responsibilities, and procedures more distinctly.Implementing a more transparent and structured governance model can facilitate smoother operations and reduce ambiguity in decision-making.

Question 21 - Need for Process Improvement:

“Is there any process in the organization that needs improvement?” (Y/N)

  • Key Insights: In every quarter, the majority of respondents felt that there are some processes that need improvements, indicating an ongoing process of organizational evolution and refinement. Suggestions are provided in the following question.
Data Table
4Q 2022 1Q 2023 2Q 2023 3Q 2023
“Yes”: 17 responses (77.3%)
“No”: 5 responses (22.7%)
“Yes”: 6 responses (54.5%)
“No”: 5 responses (45.5%)
“Yes”: 15 responses (65.2%)
“No”: 8 responses (34.8%)
“Yes”: 8 responses (61.5%)
“No”: 5 responses (38.5%)

Question 22 - Specific Process Improvements:

“What process needs improvement? How can this process be improved?”

  • Key Insights: Suggestions for improvement found in responses can be summarized under following categories: Hiring and Training, Communication and Information Flow, Process Documentation and Clarity, Performance Review and Feedback Systems, Financial Management and Sustainability, Governance and Organizational Structure.
Insights into Key Improvement Areas

Hiring and Training:
A common theme across quarters is the need for improved onboarding processes. This includes clear documentation, structured training sessions, and a better introduction to Giveth’s internal processes and tools. Implementing a more systematic onboarding program can help new contributors integrate more efficiently and effectively.

Communication and Information Flow:
Several contributors highlighted the need for better internal communication and information sharing, particularly regarding decisions, updates, and changes within the organization. Enhancing platforms or methods for communication can lead to more informed and cohesive team dynamics.

Process Documentation and Clarity:
Contributors expressed a desire for clearer and more accessible documentation of various processes, including decision-making, project management, and governance.
Standardizing and documenting key processes can provide clarity and consistency, aiding in smoother operations.

Performance Review and Feedback Systems:
Feedback and performance review processes were mentioned as needing improvement. Contributors seek more structured and fair evaluation methods.
Developing a transparent and consistent feedback system can help in recognizing contributions accurately and addressing performance issues constructively.

Financial Management and Sustainability:
Concerns about financial transparency and long-term sustainability of Giveth were raised, indicating a need for clearer financial strategies and revenue models.
Focusing on financial planning and sustainability can enhance organizational stability and growth.

Governance and Organizational Structure:
The need for better governance structures and a clear organizational framework was mentioned, with suggestions for more decentralized decision-making and leadership. Refining the governance model to ensure it aligns with Giveth’s values and objectives can enhance operational effectiveness.

Question 23 - Making Work Environment More Fun:

“Do you have any suggestions on how to make the work environment more fun?”

  • Key Insights: There are three themes consistently appearing throughout the responses in each quarter, indicating a strong desire for more social interaction, both in person and digitally, to enhance the sense of community and fun within the work environment at Giveth.
  • Recurring themes: In-Person Events and Retreats, Digital Social Activities, Team Bonding and Integration Activities.
Data Table
4Q 2022
More Team Interactions and Events: Several contributors suggested increased internal actions/events/dynamics across working groups, and informal team gatherings.
In-Person Events and Meetups: The idea of more Giveth house gatherings and in-person meetups was popular.
Fun and Social Activities: Suggestions included games, movie discussions, and team-building activities.
Improved Communication: A few mentioned better communication or coordination between teams.
1Q 2023
IRL Meetups and Retreats: The most consistent theme across quarters, emphasizing the value of face-to-face interaction.
Games and Informal Gatherings: Continuation of the theme from previous quarters, with suggestions for more frequent game nights.
Regular Co-working Sessions: A new suggestion to have scheduled co-working sessions.
Group Integration Activities: Focused on team integration and bonding.
2Q 2023
IRL Meetups and Retreats: The most consistent theme across quarters, emphasizing the value of face-to-face interaction.
Games and Informal Gatherings: Continuation of the theme from previous quarters, with suggestions for more frequent game nights.
Regular Co-working Sessions: A new suggestion to have scheduled co-working sessions.
Group Integration Activities: Focused on team integration and bonding.
3Q 2023
In-Person Events and Retreats: Again, the most frequently mentioned and consistent suggestion across all quarters.
Social Calls and Activities: Similar to previous quarters, focusing on non-work-related interactions.
Team Bonding Activities: Specific suggestions like “getting to know you” questions in calls, virtual happy hours, etc.

Question 24 - Mission Alignment:

Giveth’s Mission is :“To build a culture of giving that rewards and empowers those who give - to projects, to society, and to the world.”

  • Key Insights: Vast majority of respondents gave a positive answer with minor fluctuations during different quarters. For instance, in 1Q 2023 10 out of 11 contributors gave a positive answer, meanwhile in 2Q 2023 24 out of 29 gave a positive answer.

Overall, responses reflect a strong belief among the contributors that Giveth is successfully living up to its mission, with some constructive feedback on areas for further growth and improvement.

Final Conclusion :giv:

This report has revealed a balanced view of Giveth DAO’s health, showcasing its strengths in cultural openness, community spirit, and innovation, while also identifying key areas for improvement. By addressing these areas, particularly internal communication, professional development, financial transparency, governance, and work-life balance, Giveth can continue to grow as a dynamic and effective DAO.

I have already prepared part 2 focused on solutions to start brainstorming several key recommendations that span out of this feedback aiming to enhance operational efficiency, ensure financial stability, and maintain a supportive and progressive work environment. The idea is to open a collective brainstorm were based on this report, we can design future steps inspired by our current and future needs. With that said, I know that this report is a lot to digest at first and I would like to allow some grace period before posting the second part called “Giveth DAO Health What’s next?”

Now, what do you think about all this? :upside_down_face:


HUGE, this is amazing Nikola and I look forward to digging into this report!

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WOW :heart_eyes: This is very cool!

I think it is incredibly valuable to have check-ups like this.
It was also interesting to see that others felt similarly to me in a few topics.

I look forward to seeing how we can use this data to navigate the healthcare plan for the DAO. Thanks for putting in the work to make it happen @NikolaCreatrix

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Pretty awesome report - thank you so much for summarizing all this! One thing I think would be interesting is to also see like big themes, launches, decisions or shifts that happened with each quarter to understand better the context in which people are answering the questions.

For example, I saw a lot of “contributors were satified in earlier days, but got increasingly concerned with financial health and sustainability”. Which in itself sounds like an issue, but I think it actually has more to do with the increased transparency around funding, improved DAO control over expenditures, and decreasing dependency on “benevolent dictators” which is actually an overall pro… rather than us becoming less sustainable over time (in fact, we are becoming increasingly sustainable & successful over time w/ all the focus going into this).

ANYWAY, this was so interested to read, and I’m really excited to see all that info get compiled! Thank you @NikolaCreatrix !

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One big strength that was lightly touched on, but I really want to highlight is our cultural diversity. The number of women we have in leadership positions, the number of cultures/religious backgrounds, etc. This is a huge problem in our industry. I was in an Arbitrum DAO meeting and there were 0 women and >85% white men, and 100% were from western culture… and that is pretty standard.


Incredible work @NikolaCreatrix Congratulations on this amazing work!
I believe this is a must-read for anyone contributing to Giveth.

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