How does feedback help organizations?
Pankaj / 08 Nov 2018
We hear about feedback everywhere. Is it important at all for organizations? Why do organizations need feedback? Organizational feedback is the most effective way to grow an organization in terms of creating an inclusive and diverse work culture, re-inventing processes and increasing the productivity and creativity of the workforce.
Listening to what people have to say about movies, restaurants, food, an experience that helps in improving the returns they provide them.
Be it a service improvement or the actual product improvement, feedbacks are valuable to both the customer and the provider. They have the same effect and importance in the employment industry as well.
The importance of the feedback is grouped from who/where it came from and to who it is valuable to. Employee feedback is valuable to the managers and the organization. The intention of feedback is not just gathering data and showing reports that a certain of data has been gathered from the employees over time.
But it is the whole process which helps to understand the employee’s pulse, look into the concerns and neglected areas, cue for appreciations, to provide a platform to voice their opinions, and finally, a direction for the management to take steps in and to work on.
Capturing the pulse is not easy with annual feedbacks, the emotion and connectivity may change over time and by the time the feedback is collected the employee may feel no longer the need to voice it out. It is a recurring and timely action that the management needs to look at.
The feedback can help in improving the fundamental areas of the company like the team building, performance, employee-manager dynamics, and employee experience. Let’s discuss each of this in a deeper context.
The performance of an employee depends on productivity and satisfaction. There is a direct dependency on the two. When the environment is motivational enough and there is support from the team, the employee will have better satisfaction in terms of his work which in return will promise a better performance rate. Also, pushing the individual to work on a field of disinterest is also a productivity-draining factor.
All this can be solved when the right questions are asked to the employee and they get a platform to voice all of their thoughts.
Say there is a question asking ‘What would you like to work on from the next quarter’ can provide an opportunity for Ben, a Frontend engineer, to say that he has interest in UI/UX design and that he would love to give it a try.
In the next few days, there can an opportunity for Ben to work on UI/UX as a part-time task. With a few days, the team can again have a discussion on which to pursue based on his best performance. Here, Ben gets to improve his performance and the company earn themselves a great designer. Even if it doesn’t work, Ben would have had the opportunity to try his heart making him believe more in the company and go back working with a contented heart. His performance will improve no matter what way as he will strive to do his best.
A Study says most employees leave a job because of their managers or bosses. Generations have tried to make the employee-manager relationship better. The best and easiest way is to show the employees that the managers, founders and the management cares and value the employees. By showing, it doesn’t necessarily mean showering them with money but by little actions and steps.
Acknowledgment is a simple yet powerful step. Thanking an employee for doing a good job, motivating an employee when he/she feels low and taking measure to fix the issue the employee has been facing and working with them to make their experience with organization more conducive are ways to communicate that you value them.
Acknowledge that you have received their feedback and then show them that their feedbacks are valuable insights that is making their organization better. When they see that they are being heard, the feedbacks will become more meaningful and real issues are discussed. It is just a matter of practice.
The right use of feedbacks allow for better relationships built on trust and united goals, and the organizations benefit from a value-driven workforce that is more engaged and bring about exemplar results.
For example, Jack has been working on a project for days now and has been handling it single handedly. He feels drained and exhausted and there is still 10 more days to complete the project. But when he walks in to his desk on the next day, he finds a note that says, ‘Hey rockstar, good going with the project. Thank you for being awesome’.
Now he works with a smile on his way because he is acknowledged for his effort.
And 4 days later he receives a message saying, ‘You need a break. Here is an energy booster’ and there is his favorite drink/snack with it. On the day of completion, there is a small gathering where the manager appreciates Jack in front of the team and everyone in the team cheers him up. This boosts his self-esteem and reinforces his belief in his importance and his contribution to the growth of his organization.
A collection of small gestures is what we spoke about and they hardly take 10 mins of a leader’s time but the results from these gestures are exponential and well worth it.
Feedbacks help a manager in becoming a better leader. We have all seen and heard about the quote that ‘a boss succeeds and good leaders lead people to success’. How will you lead your team to success if you don’t know your team?
Feedbacks help in understanding the pulse of your team and in understanding the emotions of your team. Over a time the relationship builds between a leader and his/her team and in return, the leader starts working for the success of them and not him/her as an individual.
Also, some feedback may be about the management functions. Which can have two effects, can be turned against the employee who gave the feedback or can be used to improve the management and the manager themselves. This adds more value to the feedback and makes you a better leader.
Say, there is feedback from a set of employees saying the hiring process is old school and it needs a simple and effective plan in action. The managers can be little apprehensive about changing the process as it has been followed for years now but to keep up with the current generation and testing their skills in a right way, it makes sense to change the process step by progressive step.
On coming up with an effective plan, the manager will lead the hiring team into success as the candidates can be evaluated better and talented hires is an organisation’s growth. Here the managers leads the team and the company to success.
These are just some of the core important factors that reflect the importance of feedback but they are not it. There is many more to it.
The voice of the employee adds value at a different level and the results, when implemented right, can prove that feedback is valuable and sensible.