Whether you work in the fashion industry or provide healthcare workers comp insurance, collecting and acting on employee feedback is crucial for creating a positive workplace culture. It’s also an invaluable method for improving employee engagement and productivity, so you can look forward to benefits all around if you master the art of the one-on-one meeting.
In the sections below, we’ve broken down five strategies for collecting and acting on employee feedback.
1. Create a culture of open communication
If you want to gather genuine, helpful employee feedback, you need to cultivate a culture of open communication. Employees need to feel comfortable sharing their thoughts, feelings, and opinions. If they fear retribution, you’ll have a hard time getting them to reveal any problems they’re seeing within your organization.
Unfortunately, even if you haven’t actively developed a fear-based culture, many people default to the assumption that their job will be at risk if they say anything negative. So it’s crucial to actively encourage open communication in your workplace and ensure everyone knows they won’t be punished for being truthful.
A great way to start is to create a tiered feedback system. The first tier is an anonymous feedback channel employees can use at any time. The second tier is composed of consistent check-ins that allow team members to share their feedback privately with their direct manager. The final tier is a regular town hall-style meeting where employees can discuss their thoughts and opinions as a group.
2. Actively listen when employees are giving feedback
Active listening means putting away distractions and giving your full attention to what employees are saying. When you actively engage with employees in this way, you’re in a far better position to understand their perspectives thoroughly. You also ensure they don’t leave the meeting with a sneaking suspicion that you didn’t really grasp what they were trying to say. Paraphrasing their feedback at the end of the discussion will demonstrate that you’ve understood it and that you’re taking it seriously.
3. Tell them how you plan to act on their feedback
Taking action on employee feedback is crucial. However, there’s a step before this that many people miss. You need to let the employee know how you plan to take action. Give them a rundown of what they can expect moving forward, and then follow through on your promises. Being transparent in your response to feedback will build trust and demonstrate how much you value their opinions.
4. Follow up with them on the progress
Once you’ve started implementing changes, follow up with relevant employees so they can see their feedback in action. Even if you haven’t been able to move forward on their feedback, it’s crucial to follow up and let them know why. Either way, this step further cements the fact that you take their ideas seriously and value their contributions to the team.
5. Move beyond one-on-one catch-ups
Plenty of tools and strategies are available to help you effectively collect employee feedback. Using multiple methods will help you obtain a well-rounded view. Some options to consider include surveys, focus groups, and interviews. Using a combination of methods is the best way to gain a comprehensive understanding of employee sentiment.
Collect and act on employee feedback effectively, and you can look forward to a more open and positive workplace culture. Improved employee engagement will quickly follow, and this factor is known to deliver better retention rates, improved productivity, and a host of other benefits. So implement the tips above, and start improving your employee feedback process today.
