Every employee wants to know they’re doing a good job—and if they’re not, they at least want to know how they can improve.
Without any recognition or constructive criticism, over 90% of workers become disengaged at work. However, nowadays, an annual employee performance review is not enough—instead, employee satisfaction and engagement hinge on regular feedback and recognition.
And at the same time, organizations rely on input from their workforces to keep a pulse on the work environment and company culture. Whether it’s through a formal survey or an honest conversation, these observations offer invaluable insights into daily operations, employee morale, and overall job satisfaction.
Let’s walk through the essential strategies organizations need to know about delivering and receiving effective employee feedback to propel team growth and cement a culture of continuous improvement.
Employee feedback and recognition are two essential components of a thriving workplace culture that go hand-in-hand. Often referred to as negative and positive feedback, these approaches allow leaders to guide workers in the right direction through constructive criticism and celebrate accomplishments and hard work.
Giving feedback in both ways provides an opportunity for professional growth while boosting morale and motivating everyone to strive for excellence. Meaningful suggestions or encouragement are also linked with employee engagement, as 80% of those who receive it are more likely to be engaged in their day-to-day tasks.
But on the other hand, feedback that only goes one way can lead to further disengagement. Employees are more receptive to constructive criticism when they’re also allowed to provide their input, whether it’s commenting on processes or offering up actionable insights and ideas.
This two-way street of continuous feedback ensures that employees feel heard and valued while providing leaders with a clear understanding of how to align company goals with employee wellbeing.
To help model how these conversations might go, we’ve developed a few examples of effective employee feedback that you can use as a starting point in your next meeting:
It’s important to remember that feedback shouldn’t be a one-way conversation. It’s a dynamic process that involves giving and receiving input—and this open communication and reciprocity is crucial for maintaining a healthy work environment.
That means it’s just as crucial for organizations to provide a space for and listen to employees’ comments and concerns.
However, fostering this open level of internal communication isn’t always easy, as not every employee will feel comfortable sharing their honest feedback—whether it’s fear of repercussions or the feeling that their concerns will not be taken seriously. It’s critical that organizations lay the groundwork for a culture of trust and transparency.
By encouraging an open dialogue and showing genuine interest in employees’ perspectives, leaders can break down barriers and build a more inclusive and supportive workplace.
Discover how we can help you foster an effective feedback culture today by reaching out to one of our Wellbeing Strategy Consultants.