101: Employee feedback matters
Open communication leads to a better work culture. So it stands to reason soliciting more employee feedback on management, company policies, and operational processes can only be a good thing. More team feedback also brings opportunity for you to improve as a manager and contributes to higher motivation, more job satisfaction and lower turnover. Here are some important points regarding employee feedback.
It plays into The Great Resignation. According to Forbes’ Benjamin Laker, employee flight is certainly connected to the pandemic, the desire for higher salaries, and burnout. But he cites a Wakefield Research and Explorance poll of 2,000 employed adults showing a hidden driver is also that many American workers don’t feel heard. “Nearly half (41%) of Millennials said they don’t believe their feedback leads to meaningful organizational change and more than half (53%) reported they’re looking for a new job. The lack of attention to employee feedback is felt at all levels, according to the study,” he writes.
Find what works. This means settling on a feedback method and frequency. This could include asking employees questions during performance reviews, conducting anonymous surveys, or holding team meetings, according to Indeed.com. Also decide on a frequency: Annual survey responses aren’t likely to be very effective or taken very seriously. But a few questions each month on management and operations show a company interested in improvement – with employees’ input as part of the equation.
Don’t forget online employee reviews. There are employees who just won’t ever share feedback while employed for your company. But once they move on to another job, they have lots to say. It’s important your HR department monitor sites like Glassdoor, CareerBliss, and Great Place to Work. “Claim your employer page and sign up for alerts, where applicable, to see feedback from your current and former employees as it’s shared,” advises SaplingHR.com.
WBJ Web Partners
Most Recent
Most Recent
0 Comments