The importance of feedback in a workplace cannot be understated. It is probably the most cost-effective performance management tool available. One can easily gauge what’s happening at every level in the company if you simply take the time to listen to what your employees are saying. Feedback helps one make informed decisions.
Effective feedback not only helps employees do their best work but also makes you a better leader.
In spite of a slew of benefits associated with feedback, 65% of employees feel they do not receive regular feedback and 4 in 10 workers are actively disengaged when they get little or no feedback!
Let’s dig into 10 eye-opening facts on workplace feedback that you need to pay heed to and are totally worth your time!
Eye-Opening Facts About Workplace Feedback!
Here are some interesting facts about workplace feedback that will convince you to make it the topmost priority at the workplace!
1. Listen First:
If you want to give great feedback, the most important thing you can do is listen. Most people feel that giving feedback is a monologue, where the manager provides advice and guidance.
That’s untrue if you want the feedback process to be effective. The more you listen to employee views before giving feedback, the better the employee experiences and understands the feedback.
2. Absence Of Trust:
There is no such thing as valuable feedback from someone you don’t trust.
When receiving feedback, employees don’t separate the content of feedback from the person delivering it.
If your employees do not trust you, they will hardly consider your feedback worthy. To be able to do that, your recipient must see you as a credible source first.
Employee feedback when done properly, can lead to huge increases in engagement.
78% of employees said in a survey that being recognized motivates them in their job.
That is a huge number of employees whose efforts can be harnessed in the right direction with the help of proper feedback.
4. Lower Attrition:
Companies that implement regular employee feedback experience 14.9% lower employee turnover rates as compared to companies who don’t.
This means more talent retention and lesser costs related to replacement of an employee.
5. Age Matters:
Older workers want more feedback than younger generations. They have a preference for both, more positive and negative feedback than younger employees.
6. Performance Reviews:
The common notion is that feedback and performance reviews are synonymous, which is not correct.
In fact, 77% of HR executives believe performance reviews aren’t an accurate representation of employee performance.
When done right, a culture of feedback can go up, down, sideways and interdepartmental, creating confrontation opportunities throughout the organization.
7. Upfront Feedback:
80% of Gen Y say they prefer on-the-spot recognition over formal reviews.
In fact, they feel this is imperative for their growth and understanding of a job. They are looking for short, helpful bursts of feedback, which builds up their confrontational skills and reduces the stress around annual formal reviews.
8. Regular Feedback:
43% of highly engaged employees receive feedback at least once a week, compared to only 18% of employees with low engagement.
Regular and constructive feedback influences positive engagement levels amongst employees.
9. Sources Of Feedback:
Feedback need not necessarily come from leaders. It can come from all sources such as customers, supervisors, managers, team leaders, co-workers, subordinates etc.
10. Employees Want Feedback:
Employees want to know how they are doing. They want an analysis of how their managers and the organizations perceive their work.
27% of workers say that the feedback they receive helps them work better.
How To Provide Constructive Feedback?
Here’s how you can get feedback right!
1. Act Immediately:
Don’t delay the process of giving feedback for weeks or months. It is most impactful if the other person is immediately made aware of his shortcomings or bad behaviour.
Depending upon the severity of the situation, one can wait till the weekly meeting to bring the issue to notice. Same applies to positive feedback, let your employees know that they did a good job in a timely manner. Feedback is productive if given frequently and regularly.
2. Pick the Right Time And Place To Provide The Feedback:
It is important to keep in mind the right time and right place before delivering feedback to an employee. If the matter is serious, you may want to schedule a formal meeting.
On the other hand, if it’s a lighthearted feedback, feel free to have it right in the tearoom. Whatever the scenario, always make sure such discussions are held in a private zone, where you do not have to worry about anyone eavesdropping.
3. Be Specific:
Be clear and specific as far as possible. Don’t just be vague in providing feedback. Let the employee know through specific examples of why you think their behaviour may have impacted the team in a positive or a negative manner.
Similarly, do not give suggestions just for the sake, give precise advice on ways to improve, so that the employee leaves feeling positive.
4. Avoid Negative Language:
Negative phrases such as “You should not do this…” or “ I don’t think” sound discouraging. This may lead to an employee closing in and not taking your suggestions in the right stead. Instead, use language that empowers and encourages them such as “Maybe you can try this…”
5. Positive Feedback:
Nothing good ever comes out of being negative. Try to give out as much positive feedback as you do the negative. Even if you have to deliver a negative feedback, do so with a powerful suggestion that provides a solution or some outcome.
Receiving only negative feedback from someone can make employees defensive and feeling let down, whereas positive feedback stimulates one’s brains and feel open to various opportunities. The objective of the feedback should not be to hurt or embarrass someone, instead, it should be to extend a helping hand always.
Workplace feedback need not be tricky, only if minute details are kept in check. Keeping feedback regular, being open to discussions, checking employees’ engagement levels, using positive language etc. are some of the pointers we need to verify before delivering productive workplace feedback!
Hello, very inspirationnal. Could you provide sources o methodology for getting these figures ?