Why Employee Feedback Is Absolutely Essential
Employee engagement is critical to productivity and performance.
A truly engaged employee works not just harder but smarter, and contributes substantially more to the success of your organisation.
But how can you keep them engaged?
One of the best ways is through providing proper employee feedback.
I don’t mean by that the formal, annual performance reviews.
These are important, but they are not what you need to keep workers engaged on a day to day basis.
Employee feedback is powerful, inexpensive, and massively underutilised.
It serves both to improve morale, make individuals really feel like part of a team, and of course to help get employees back on track when their performance falters.
It’s most powerful aspect, though, might be its ability to help individual employees see how others perceive their job performance and social impact.
Feedback, if it has a positive aspect, can be incredibly motivating.
It can help your employees to really identify with your organisation, and with their place within it.
Proper ongoing feedback should constantly reinforce the following points:
- The importance of the employee’s role, and how it helps the organisation run
- What they need to achieve to succeed in their role
- How their performance had improved or declined recently, as well as long-term
- What uses of their time contribute most to the organisation
- The impacts they are having on others around them
- The state of their relationships with co-workers and supervisors
Attempting to do a proper job without fairly frequent feedback is a bit like driving in an unfamiliar countryside when the sat-nav won’t connect.
You can be making really good time for a few hours, only to suddenly discover that you’ve been on the wrong road the whole time.
Nothing is as demoralising as discovering that the last few weeks (or months) they you’ve been pouring into an important project has essentially been wasted because you were on the wrong track.
However, with regular, frequent informal feedback sessions, your sat-nav is working the whole time.
You know exactly where you rely are on the project and within the organisation, and if you do make a wrong turn is can be discovered and corrected straight away rather than after weeks of wasted effort.
You need to have regular, informal chats with each member of your team about their work.
This might include a discussion about whether they are achieving both their own goals as well as those you have set for them.
It should involve underscoring what makes their role important to the organisation as a whole, and how they might contribute more.
You should definitely touch upon those areas in which they are doing well.
You should make certain to address the impact the individual in question is having on the workplace generally, both in positive and negative ways.
If you can keep your employees in touch with their performance, their role in the organisation, and their relationships with their co-workers, they will not only be more productive, but more positive about their status within the company and better able to use their strengths to overcome their weaknesses.
This is what you need to try to achieve with employee feedback.