Sure, employers may not always have time to follow the whims and think about feedback for employees. Yet we have to understand that 43% of highly engaged employees receive feedback at least once a week. If not, they will end up with low engagement. The fact shows that 18% of employees can’t perform well due to less feedback and low engagement.
Employee feedback is the information employees receive from managers or colleagues about their performance, competencies, or ability. Doing so will improve the strength and harmony of the workplace.
Feedback for employees is more than simply a comment about your employees at times. Your people want it more. As Forbes’ report says, 65% of employees would like more feedback than they currently get. Sadly, only 48% of workers get feedback from their employers every six months. Worse, 8% of them claimed that they never received it at all. Then how to do it well?
Don’t Get Trapped on the Wrong Feedback, Here’s How to Get it Right
According to a recent Harvard Business Review, critics won’t ever help people excel, even if it’s constructive. That’s why a study says that 30% of employees think that people only use criticism to get them off.
A statistic from the report “Sensitivity to Criticism Test” also reveals that 40% of unsatisfied employees disengage from their work after receiving negative reviews. Worse still, this leads them to make the bare minimum effort to get the job done.
When criticism focuses only on people’s faults, it can impede their ability to learn. Employees should focus less on their weaknesses and pay more attention to their strong points. So here’s how to give employee feedback in more meaningful ways:
First of all, know your people.
Feedback is never purely objective, as long as human beings provide it. It makes it important for leaders to know how to see others and understand their experiences.
Since you will always make any decision based on perceptions, ensure you know who to talk to and who to listen to. Make every feedback you give based on trust, support and promotion. Salesforce’s study revealed that employees who feel their voice is heard are 4.6 times more likely to perform their best work.
As you will always be making decisions, ensure you know who to talk to and who to listen to. Make all your comments based on trust, support, and advancement. The Salesforce study showed that employees who feel their voice is being heard are 5 times more likely to do their best job.
Effective feedback should come respectfully.
Bad feedback is not helping people grow and thrive. Regular or only negative comments can lead to defensive reactions that confuse perceptions and slow down motivation.
So providing input should be fair. Data from a management company, Reflektive, shows that if the employee felt they had been assessed unfairly, 85% of them would consider resigning.
Positive feedback is a vital part of learning.
People are often quick to notice what’s wrong. Therefore, paying attention and providing feedback about what works to support growth is important. According to Officevibe data, 69% of employees would work harder if they felt their efforts were more acknowledged.
As an employee feedback example, holding a one-on-one private conversation with your employees keeps them safe and makes them more likely to talk.
Telling someone how to solve an issue only sometimes works.
Advising your people to do things to solve problems is often the wrong approach. Instead, asking questions encourages them to think, and mentoring them to explore, experiment, and learn more will yield better results. Gallup data shows that employees who receive “meaningful comments” are 4 times more engaged.
Digitize it and use the power of AI.
People analysis and action-oriented decision-making in organizations are on the rise. Feedback systems that generally execute with the qualitative data source can now be linked with quantitative data.
Through artificial intelligence and digitization, responsible feedback is available. It will give you more specific data about your employees and make a feedback session more accountable and objective.
Providing feedback for employees should be well-conducted. When employees feel free to share, request, and receive a performance analysis, You can expect significant changes in how your business works.
