Cautions of implementing employee feedback

The feedback culture you implement sculpts the development and success of your organization. Feedback is required for every member of the organization to know where each one and the entire organization is heading to. Feedback to an employee will help them analyze their performance efficiency and personal development. To an organization, it helps in modifying strategies for fruitful development.

Like how feedback is crucial to an organization, similarly, the way you implement feedback is also crucial. As it can have negative impacts too if it’s not implemented correctly.

Attentive and mindful dynamics:

No one is 100% perfect. Every employee from the board, till the last janitor, will have their shortcomings. While negative feedback is not well received by a majority of people, they do welcome constructive feedback that clearly states which areas could be improved under the mentoring of their leaders.

In addition to higher employee turnover and increased employee disengagement, a workplace with a negative work culture spends 50% more on the work-related issues than workplaces with encouraging and positive work culture. While being negative can’t be avoided entirely, it is important to phrase feedback and reviews constructively, and that would give the employee an idea where they might be going wrong and how they can work on rectifying it instead of focusing entirely on their shortcomings.

Over 72% of employees report being stressed due to work-related issues and work-life balance, and over 80% express they need help to learn how to handle stress. If no action is taken on such a frontier where employees are openly asking for help, it can affect their productivity as well as the quality of their work.

As a manager, we can start by asking the employee about the cause for their stress and ensure that you provide the support to ease the situation. Make sure every employee is comfortable with their workplace and explain about your feedback policies well in advance so that they understand and work towards a healthy feedback culture.

Upgrade employee engagement:

Employees will feel disengaged if their work is not recognized. Indications of employees disengagement are

  • A decrease in their work performance
  • being silent
  • Passionless
  • Not getting adapted to the organization’s vision
  • lack learning and work motivation.

So, provide regular positive feedback to keep them consistently engaged. When you see an employee disengaged, spend some time with them to discuss the issues they are facing. This way, you can solve unnecessary misunderstandings, misassumptions, and problems.

You can follow 360-degree and 180-degree feedback so that everyone in the organization will get to know their weakness and strength effectively. This will provide proper content and actionable insight for employees and employers in the organization, which will create a contagious motivation for everyone.

Peer relationship should be encouraged in every workplace so that they get friends and feel happy to work with. Having good peer relationship is one strong reason for success, so when you master relationships with everyone connected to your organization and business, you can easily master success. It’s not just the peer-peer relationship; however, every relationship within and outdoors the company ought to be moved forward of being a lot of friendly rather than solely having a formal recognition.

Change is constant:

Implementing feedback culture is a continuous process; it can’t be one time and go. When the management acts on the employees’ concerns and issues after a long time, say a year, the problem is long gone, and the concern is not relevant anymore. This does not reflect on the relationship the employees have with the organization or give a clear understanding of what issues the organization leaders should be focusing on.

The managers can reflect and make employees comfortable every day on the go with the help of a personalized survey engagement system. It would be convenient and smart to automate the whole process of asking relevant questions regularly and collecting their responses to study later. A well-designed pulse survey might ease the process for managers with automatically processing the answers and highlighting the concerns that needs the manager’s attention and which areas the employees are happy with as well.

The results of a continuous assessment unfold step by progressive step and ensure to stay in sync with the organizational and employee needs.

A balance of all:

A healthy organization is defined by more than one factor. Accomplishment, growth, recognition amongst others are some of the top factors that define how happy and satisfied employees are with their work.

One employee might have different from his colleague, where one lacks growth; another might not be happy with the recognition they receive from the management.

A manager might not have the time to act on each of these aspects for every employee every day and practicing one solution for all only helps the manager up to a specific limit since it doesn’t solve more in-depth problems that the employees might be facing.

It becomes evident that a personalized feedback system is the need of the hour for organizations to identify where the organization is winning, where they need to make changes, which policies were a great hit amongst the employees and monitor the health of the organization right down to specific information.

Such a system will bring the relevant problems to the management’s notice with minimal effort on the manager’s side and provide individualized attention to every employee in the organization to deliver accurate results.

By asking feedback, Managers ought to enable employees to work in the field where they are strong. Employees should be given the liberty to choose the field they want to work and shape their career.

This way, you can align the strength of the employees to strengthen the organization’s growth. By following the above-said guidelines, everyone in the organization will happily succeed personally and professionally, which will make the organization reputed and successful.

Manage your remote team better.

Free for teams of up to 20 people.

Get free demo →