Who needs feedback in your company?

Roshni / 13 Nov 2018

who needs feedback? Who benefits from it the most? Is it the employers? the employees? or the organization as a whole? A well designed feedback system engages and improves the work culture employees and employers collaborate in and really give the support organizations need to grow. This blog discusses all you need to know about feedback benefits in organizations and organizations who have really nailed with practicing the feedback culture.

An organization’s success happens only when there is a mutual exchange of feedback between employers and employees.

You will become stagnated when you don’t know what your shortcomings are and where you need improvement. And to be a successful organization, first, as a team, internally you should be robust so that you can captivate customers and run a successful business.

Feedback system within the organization will help in building a strong healthy company culture, increase productivity and happiness.

Who needs feedback? why?

Feedback is like a mirror. It helps everyone in the organization to know how actually each person in the organization is working. Both the employees and the managers need feedback for knowing how the ideas are being executed and to evaluate the performance of the entire organization.

Feedback guides the employees as well the managers to take appropriate decisions.

Constructive feedback from managers to employees will help employees shape their career, increase productivity and will motivate them to give their best which will eventually pay off in terms of customer satisfaction and retention.

Whereas feedback from employees to manager will shape the overall company culture. You can evaluate employees’ physical and mental well being based on which you can improve the employee experience to meet their goals.

Peer to peer feedback will increase team performance and team bonding.

But the way a feedback is given is very important especially for managers who are responsible for the whole team. Feedbacks should be given in such a way that it doesn’t have a negative impact. It is always easy to give and accept positive feedback whereas giving negative feedback is subtle.

You can use the sandwich technique for giving feedbacks, it is giving positive and negative feedback alternatively so that employees won’t fee demotivated instead they will have a positive approach to work better as they have received appreciations as well.

Another technique of giving feedback is feedback wrap. In feedback wrap, first, describe your context, tell about your observations, and how you feel, describe the value of it and offer them suggestions and ideas to overcome their negative feedback.

Adopt feedback culture:

“Employees are more likely to learn and grow when they receive immediate feedback that is specific, targeted at their development and ability to be put into practice right away.”

– Gallup’s 2017 State of the American Workplace report

Feedbacks help in clarifying, understanding more clearly and learning about your work. When you act upon constructive feedback, your potential grows.

Feedbacks should be given as quickly as possible after the occurrence of a performance than waiting till the end reviews so that you avoid repetition of mistakes and will be more effective because they can easily remember and rectify their drawbacks.

Make clear feedback, so that it is constructive. Instead of saying ”You need to work better” to an employee, tell him where he needs improvement to make his work better. You can even suggest him some ideas on how to improve. Success follows when you incorporate feedback culture in your organization. And if you are a startup consisting of more millennials, they insist on getting quick and frequent feedbacks.

Facebook is a perfect example of having adopted a fast feedback culture, Using feedback both internally and externally, they respond to feature requests, innovate and iterate products for their customers and develop their people.

When there is a flexible comfortable workplace, where you can exchange feedbacks with each other, you earn trust which later becomes brand loyalty. Feedback culture aims to create feedback seekers. This starts with the managers. They have to first make sure that employees feel comfortable to give feedback.

Managers can conduct “All hands meeting” or anonymous surveys to know better about employees. Employee appraisal is an important key factor that aids you to give better employee feedback.

You can help your employees create a workplace which is suitable for them without violating the company policies. This elevates employee engagement, work productivity and innovation, which in turn increases their job satisfaction and employee experience which will ultimately result in high employee retention rate.

Scenarios of disconnect that can be solved by feedback:

When there are problems that are not solved for a long time then it is because of lack of feedback. When there is a difficulty in making a decision, that means you don’t have sufficient information to come to a conclusion.

When your products fail, when there are poor employee engagement and retention, when the performance graph of the organization is stuck at one particular point without any increase, the only solution for all these cases is feedback. Feedback is like a fuel that helps the organization run.

Feedback starts with discovering issues, finding its cause, finding solutions to fix the issues, action on the solution ideas, improve the performance and repeat the same process to enhance the performance of the entire organization.

Here are some efficient examples of how organizations improved after implementing feedback culture and advantages of feedback culture in organizations:

“I think it’s very important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better.”

– Elon Musk

  • LLamasoft:

Employees of LLamasoft challenged each other with critical feedback to step out from their comfort zones.400+ employees across multiple offices in the US and abroad are now comfortable  with the feedback process to ultimately increase their performance.

  • Patagonia:

The HR team of Patagonia is working on the goal of improving feedbacks given by employees. To drive active engagement and empower conversations, the team is surveying employees to determine using the platform’s analytics to uncover the anatomy of the best feedback.

  • Virtuoso:

Their goal is to use employee feedback to connect them with managers and peers. And by doing this they increased employee engagement which led to happy employees, which in turn led to high performing employees resulting in happy customers.

Seeking quick and regular feedbacks and incorporating it into the routine and never cease learning. This enables higher engagement of employees with the managers and peers collaboratively deliver greater quality results.