It’s time for organizations to look at encouraging the culture of regular feedback and benefit from it. At times, it can be challenging to give feedback, and the same goes when we have to take feedback.

Giving feedback to employees as part of the yearly assessment and evaluation process can get difficult for the supervisor and the individual. It is natural for people to be uncomfortable receiving feedback during the assessment period while they are anxious about the appraisal and, in many instances, end up in disagreement and debate.

But that could ease and, in fact, be counterproductive if the feedback is regular feedback or periodic. Companies with a higher proportion of highly engaged employees are known to have regular feedback and assessment processes during the year. In fact, fortnightly check-in sessions help supervisors understand progress and give constructive feedback. Similarly, such sessions are opportunities for employees to get mentoring and seek support on specific challenges.

Here is a list of actionable insights that you can incorporate to get going well with feedback management.

Onboarding Employee Feedback Framework

Creating a solid feedback culture can start from day 1. You can make feedback a part of their work culture. Showcase how feedback has improved employees’ performance, whether it is getting perspective, better ways of doing things, or even reducing anxiety can really make employees realize the benefit it actually brings. Send an onboarding pulse survey for your new joiners within 90 days. Engage in responding to the survey results with positive reinforcement of action plans to demonstrate that positive feedback or cynical feedback is always welcome and that they drive positive change.

Compliment Employee Feedback With Employee Recognition

It doesn’t take a huge ceremony to recognize the work of your employees – it can be as simple as sending out a small email card thanking them for their hard work or an email appreciation with all your teams tagged in.

When employees reach their milestones, it is essential that you recognize and motivate them to achieve more. Appreciation and recognition can also be in small things, such as a great idea or solution that your employee might have suggested. And you can recognize their work on the go or at your team meeting. These small gestures are building blocks of enabling a work culture that recognizes effort and creativity.

Feedback within Performance Management Tools

Linking the objectives of employees with a positive feedback mechanism makes supervision as well as mentoring easier. Employees can also highlight challenges and ask for support against the goal. Continuous assessment can also be achieved seamlessly with performance management tools like Winzard Empower. Performance management tools help analyze performance, competency and facilitate feedback on development areas. Also, performance management tools aid recognition for the exemplary while growth strategies are formed for the comparatively low performers. With the help of the perfect performance management tool, positive feedback can propel growth and help you develop excellent work culture.

Use Various Feedback Formats

Creating multiple channels of feedback goes a long way in driving change.

You can use internal survey modules or pre-filled questionnaires to ensure that you stick to the topic and goal of the survey. While it is essential to give employee feedback to the employee during an appraisal discussion, one needs to be mindful that the employee may be too anxious during the assessment discussion. Therefore, employee feedback pertaining to work progress and the method adopted on a periodic basis helps both employee and supervisor.

  • Scheduling one-on-ones for offering constructive employee feedback is an excellent way to tackle intensive subject topics. In addition, in-depth, content-specific conversations can take place over a virtual call.
  • 360-degree employee feedback survey tool involves getting regular feedback from customers, juniors, seniors, peers, and or vendors.
  • You could also discuss anonymized results of how employee feedback enabled a particular employee to improve their performance and results therein.

Leadership Takes Feedback Too!

A healthy feedback culture focuses on a comprehensive, objective evaluation of the organization’s positive and negative aspects. Leadership also should engage in taking feedback – this sets the tone for everyone in the workplace and understands what the needs and opportunities are. The goal, therefore, is to create a safe environment for employees to feel comfortable voicing their opinions, discussing, suggesting, raising concerns, and getting remedies. Thus, making an organization quickly adapt, adopt and learn from feedback.