If you’re a company owner, you’re probably not getting the full employee feedback about yourself and your company, as the dynamics of employers with their boss usually come from a specific relationship of respect and cordiality.
For this reason, it’s always a good idea to have some outside insight into their feelings and ideas regarding their experience in the company. This way, you can get ahead and ensure everything is working accordingly to your needs and that the best practices for your company are being met.
Your employees and the company deserve to have an adequate work environment for it to succeed. Today we bring you everything you need to know to gather useful employee feedback culture.
Employee Feedback: Definition
Employee feedback is defined as a process of giving constructive suggestions to employees by their reporting managers, supervisors, and peers. However, this process is not just restricted here. It also comprises the positive and negative feedback that the employee would want to give to his/her manager, peers, or the organization as a whole.
Feedback can help employees and the organization constantly get better at what they do. Employee feedback is an integral part of the employee experience process and a mechanism that will increasingly help employees get better at their job and for the organization develop a better workplace culture.
LEARN ABOUT: Workplace Employee Experience Examples
According to Forbes, 73% of employees consider giving feedback important, but only one-third receive it. Most managers don’t provide enough feedback, and when they do, they tend to make it negative or too vague, and the importance of feedback is lost. As simple as it may sound, giving feedback is not easy. It is a systematically designed process because of the complexities involved- Humans!
Learn more: Employee Engagement Survey Template
Importance of employee feedback
Employee feedback is crucial since it informs staff of their strengths and areas for improvement.
This inspires workers to excel at their jobs when it is given care. Additionally, it strengthens ties between employees and management while creating space for an active two-way feedback stream.
There are also extra advantages to think about. To begin with, more productive and engaged employees are closely related to effective employee feedback. Honest employee and employer feedback can help businesses and employees empowerments in many ways.
In reality, providing positive feedback or appropriate feedback at the right time may positively impact employee engagement, performance, job happiness, and your company’s overall financial results.
Nevertheless, you should first comprehend the essential elements of successful feedback to benefit from them. Let’s get started.
Types of employee feedback
Feedback from employees is a very important part of the workplace. It helps employees figure out what they do well and where they could do better. It also helps managers figure out how to improve employee engagement and performance. There are different ways for employees to give feedback, such as:
1. Performance feedback:
This type of feedback is information given to an employee about how well they are doing their job. It may include suggestions for improvement, positive criticism, or praise for good work.
2. Developmental feedback:
It is meant to help employees learn new skills or gain new knowledge that will help them advance in their careers.
3. Coaching feedback:
This type of feedback is meant to help an employee improve certain skills, like leadership or communication.
4. Appreciative and positive feedback:
This type of feedback is given to employees to show appreciation for their efforts, achievements, and contributions.
5. 360-degree feedback:
This type of feedback involves getting feedback from different people, such as colleagues, supervisors, and subordinates, to get a full picture of an employee’s performance evaluation.
LEARN ABOUT: 360 Leadership Assessment
6. Continuous feedback:
The feedback is given all the time, not just at certain times. It lets good work and a positive attitude be noticed quickly, and negative behavior or performance be changed as needed.
Many kinds of feedback can help employees grow and improve in their jobs, which can be good for both the employee and the organization.
Types of employee feedback examples
There are many examples of employee feedback, such as:
Positive employee feedback examples
This kind of feedback focuses on noticing and praising good actions and behaviors. It helps to get people excited about their jobs and boosts their confidence and sense of self-worth.
Example: “Your excellent work on the project we just finished has helped us reach our goals ahead of schedule. We appreciate all of your hard work and dedication.”
Constructive employee feedback examples
This kind of feedback tries to point out where the employee can improve and gives specific suggestions for how to do so. Its main goal is to help workers learn and grow.
Example: “You’ve been doing a great job of meeting your goals, but your communication with clients could use some work. You could help them out if you were more proactive about telling them how their projects are going.”
Performance employee feedback examples
This type of feedback is about how well an employee does, such as a meeting or exceeding goals, finishing tasks on time, and showing leadership skills.
Example: “It was impressive how well you were able to lead the team during the project. Your clear instructions and communication helped us finish the project well.”
Developmental employee feedback examples:
This type of feedback is focused on the employee’s long-term growth and development within the organization. It could suggest ways to get more employee training or help from a mentor.
Example: “Your creativity and ability to solve problems are impressive, and we think you could benefit from more training in project management to help you improve your skills even more.”
Appreciative employee feedback examples
This type of feedback is all about showing gratitude and appreciation for what the employee has done and how well they have done it.
Example: “Your hard work and dedication have been noticed. You have been an important part of our team, and we really appreciate everything you do.”
Employee feedback survey questions
It is important for an organization to develop a set of survey questions based on different attributes to formulate an employee feedback survey, so the feedback that the organization receives should be robust and foolproof. These questions need to be systematic simultaneously and easy to understand and respond to.
The survey should have a good balance of open-ended and closed-ended questions for the respondent’s ease. Stuffing the survey with too many open-ended questions leaves a loose end, and the responses cannot be measured based on human resource metrics. Following are the set of questions an organization must use to receive overall employee feedback from his/her manager or peers.
Employee feedback questions for individual reflection
1. What are the responsibilities you purview as important?
2. How can the organization help you with employee career growth?
3. While handling the [project name], did you do anything outside your scope of work?
4. is there a scope for personal growth in this organization?
Employee feedback questions for leadership reflection
5. I am reviewing my team’s career path constantly.
6. I have provided an atmosphere within the team where they feel positive about giving me feedback.
7. I feel confident that my team members take my feedback positively.
Employee feedback questions for organizational reflection
8. As an organization, are we doing well in keeping our strategies well-defined?
9. What are the three things we as an organization can do differently?
10. On a scale of 0-10, how likely are you to refer the organization to your family/friends for employment?
11. Could you please elaborate on the choice of your answer? [This question is a follow-up question]
Employee feedback questions for employee satisfaction reflection
12. Do you have the flexibility to work remotely if required?
13. Do you feel your work contributes to your organization’s overall goals?
14. Do you feel you are able to maintain a healthy work-life balance?
15. Do you feel the review policies are fair in this organization?
Learn more: Employee Satisfaction Survey
Types of employee feedback survey
There are many types of employee feedback, including 360-degree employee reviews, continuous feedback mechanisms, and employee performance evaluations, to name a few.
1. 360-degree feedback:
360-degree feedback is a process in which an employee receives feedback from his/her superiors, manager, and peers to identify the strengths and weaknesses of an employee so that immediate corrective measures can be taken to improve employee performance.
The purpose of 360-degree feedback is to understand an employee’s performance and collect feedback and reviews. This mechanism of employee feedback allows a multi-pointer rating and serves as a benchmark for an employee’s development plan.
However, in 360-degree feedback, it is essential that feedback remains anonymous. The purpose of this anonymity is to keep it strictly professional so it doesn’t lead to any differences between the employee receiving the critical feedback and the manager or peer giving the feedback.
2. Continuous constructive feedback mechanism:
Continuous feedback is a process where an employee receives feedback on a timely basis. Imagine an organization where employees are willing to get feedback, but managers are not willing to spend any time giving the needed feedback. No point in guessing the lowered levels of employee motivation that it would bring.
There are a number of benefits of continuous feedback- it promotes a healthy workplace culture, helps employees and organizations set better goals, and boost employee morale, and this, in turn, leads to happy employees. However, continuous feedback is a complex process and should be done carefully.
The process should not be scary for employees; feedback doesn’t have to be negative. It needs to be constructive. No organization would want to promote a culture where employees don’t trust the leadership and vice versa. This is not a process where you will blame the employees for why they have not achieved their targets. This is a process to help employees improve themselves through constructive feedback.
LEARN ABOUT: Employee Trust
3. Employee performance evaluation:
Employee performance evaluation is a formal method of providing feedback on the employee’s performance based on their work and result based on their job responsibilities. It is used to measure the amount of value added by an employee in terms of organization growth, job satisfaction, revenue generated, and overall return on investment (ROI)
Any organization that has learned the art of winning from within understands the importance of feedback. They rely on a systematic performance evaluation process and grade employees annually based on the feedback received from their managers.
Ideally, employees are graded with a promotion or increase in the increment received and similar methods. Performance evaluation also plays a vital role in providing periodic feedback to employees to make them more self-aware regarding their performance metrics.
4. Business process feedback survey:
A Business Process Feedback Survey is a type of survey that aims to get feedback from employees about certain business processes in an organization. These surveys aim to find ways to improve and ensure that processes are effective, efficient, and aligned with what employees want and need.
Business Process Feedback Surveys can cover a wide range of topics, such as onboarding, training, performance reviews, employee engagement, benefits, and other internal processes. The survey questions can be made to fit the processes that are being evaluated. They can be open-ended, have a rating scale, or be multiple-choice.
The results of a Business Process Feedback Survey can tell an organization a lot about how well its business processes are working. By figuring out what needs to be changed, an organization can make changes that can lead to more productivity, happier employees, and an overall better workplace.
Learn more about our Employee Experience Management Software
Employee feedback best practices
Feedback is often a pain point, whether you are giving or receiving one. It comes with an unsaid intention of saying, “you need to change.” And change can be overwhelming. Some people are receptive to it, and some may take a back step, so how exactly will giving feedback help employees or an organization?
The answer is, it’s the way in which you provide the feedback makes all the difference. Here are some of the best practices that you should look out for before you submit your feedback:
- Trust makes feedback receptive:
Trust is not an action. It is a feeling when there are humans involved. You can’t ask an employee to trust an organization and vice versa without setting up a platform. Trust comes with emotional willingness.
Therefore, if feedback has to be given or taken, a level of trust should be built, and eventually, feedback should be rendered.
- Have an agenda:
Feedback should not be vague. Feedback should not be vague. Both those facilitating and receiving feedback should share a loose agenda about what points will be covered and the feedback’s purpose. There should be an agenda for giving or taking feedback so neither party gets blindsided.
Share the agenda a couple of days in advance so that both parties are aware and they get a chance to think of the questions/answers before the meeting commences.
- Build a culture of transparency:
Unless you build a culture of transparency in your organization, employees will be scared to give feedback to the organization. An open-door policy is a good start. If you want to lead by example, this also means you need to be open to help and receive feedback at any time. Continuity in the process is the key to success.
- Ask and not simply tell:
Start with a question, “How do you think you are performing on project XYZ?” This provided relevant context to start with, and the employee would know that the person delivering the feedback is genuinely interested in the progress of the employee. Feedback is a mechanism to help individuals improve. It’s not a platform to rant.
- Stay focused:
Employee feedback can end up long if you dig deep into several different topics. Do you have a number of extra company programs that you want to ask about? Try separating those into a separate survey to ask about them, and add a general overall feedback question about the variety of programs your company culture offers instead.
- Don’t write leading questions:
Writing a leading question is easy. Even asking, “How satisfied are you with…” can be leading! Test the neutrality of your questions with other reviewers so that you’re certain you’re not creating leading questions.
Otherwise, you’ll end up skewing your results and not getting a true picture of what your employees are thinking. (How do you rewrite that “How satisfied are you with…?” Easy – “Please rate your level of satisfaction with…”)
- Don’t use double-barrelled questions:
This is another trap for surveys in general. A double-barrelled question is something that asks about two items in one question. For example, “Please rate your level of satisfaction with the company structure and leadership.”
Another type of this question that seems common is, “Please rate your level of satisfaction with the speed and accuracy of communications.” Here’s a hint for avoiding these types of questions: if it uses the words “and” or “or,” it’s probably double-barrelled.
- Do tell your employees the results – even if it isn’t easy:
Open communication is still the best, even if the survey results aren’t what you were hoping for. And, let’s face it, if you’re looking at a widespread level of dissatisfaction across the board, or even in one particular area, it’s highly likely your employees are already talking about it a lot and that they are aware it’s an issue.
- Field more than once a year:
Let’s face it; more employees expect to be able to provide feedback more than once a year. This can also help mitigate those times when perhaps factors outside of your control were affecting employee responses.
You might consider doing a weekly satisfaction check-in, an abbreviated version of a quarterly employee feedback survey. That way, you’re giving your employees a venue to provide feedback, and, just as with customer satisfaction surveys, as soon as things seem to be going awry, you can take action to address it.
Learn more: FREE Exit Interview Survey Template
Advantages of employee feedback
Following are the advantages associated with employee feedback
Conflict resolution even before a conflict:
One benefit of an open feedback culture is that it facilitates conflict resolution even before a conflict escalates. Employees in an organization should feel they can openly discuss with their managers or peers and vice versa. Feedback here will be a dialogue and not a monologue.
Employees who are used to giving or taking feedback regularly won’t be any anxiety associated with the process. This means they will know how to handle a tense situation and take the feedback in stride.
The more an employee becomes comfortable asking/giving feedback, the more they will take this up as their own initiative. This will lead to more organized professional development.
Increased employee engagement:
When an organization has a transparent culture, a well-designed feedback mechanism in place, immediate attention to any potential issues, etc., there will definitely be an increase in the levels of employee engagement. Remember, feedback is not just about employees or an organization improving. It is also about doing good work time and again.
Learn more: FREE Job Satisfaction Survey Template
Tips for creating the best employee feedback surveys
- Give your employees enough time to complete the employee feedback survey and keep sending reminders if needed to help them keep pace with the activity. Don’t expect an immediate response from them. If you rush your employees, chances are they won’t respond correctly to the survey.
- Offer perks or rewards to your employees for completing the task or being proactive about responding to the survey. Make it more fun than a mundane one. Your employees should feel confident about registering their feedback and not overwhelmed.
- Ensure that the employee feedback surveys the management receives are anonymous. In order to gain the maximum insight, you would want to tell them that their feedback is 100% confidential.
- These surveys are insignificant if the employees feel they are not heard or the management doesn’t act upon them. Once the employees register their feedback, ensure that the matters that need attention are sorted as soon as possible. Small adjustments or big changes can differentiate between happy and unhappy employees.
Learn more: Top 20 Employee Engagement Survey Questions
How QuestionPro can help in employee feedback
Now that you’ve learned everything you need to know about employee feedback and why it’s important for any serious company, it’s time to implement the best practices possible.
LEARN ABOUT: Employee Rewards Ideas for Employee Engagement
If you are looking for a platform to start evaluating your work environment, at QuestionPro, we can help you.
QuestionPro is a platform for survey software that can be used to gather and analyze feedback from employees. QuestionPro can help with employee feedback in the following ways:
- Create customized employee surveys: QuestionPro has a number of pre-built templates that can be changed to make an employee survey that fits your organization’s needs. You can ask questions about employee engagement, job satisfaction, communication, work-life balance, and other topics.
- Collect feedback in real-time: With QuestionPro, you can get feedback from employees in real-time via email, the web, and mobile devices. This lets you know how employees feel right away, so you can deal with problems quickly.
- Analyze feedback data: Once you have collected feedback from employees, QuestionPro gives you powerful reporting and analytics tools to help you look at the information. You can make custom reports, see how the data looks, and find trends and patterns to help you make decisions.
- Take action on feedback: QuestionPro also has tools to help you act on feedback from employees. You can make action plans, give tasks, and track progress to ensure that feedback is being dealt with and that employees see that their feedback is being taken seriously.
QuestionPro is a flexible tool that can help companies collect, analyze, and act on employee feedback. By using QuestionPro to find out what your employees think, you can make them more productive and engaged.