6 Things You Need to Know About Employee Feedback

October 24, 2017
| ByMike Ryan

Employee feedback is the foundation of personal growth and professional development. It increase motivation, enhances performance, elevates engagement and provides the blueprint for continuous improvement. Yet, it can be one of the most misunderstood, and as a result, one of the most neglected activities within the employee-employer dynamic. Here are 6 things you need to know about feedback.

1 | Employees can’t get enough of it

Simply put, consistent feedback helps workers to get better at what they do. Employees know this which is why they crave it so much. The problem is they don’t get nearly enough of it. Two out of every three want more than they’re getting. Worse, almost every employee (98%) begins to “disengage” from their work when it’s lacking.

2 | It contributes to a healthy work environment

Providing regular feedback is the great dividing line between building a healthy work environment and avoiding one that turns toxic. Forty three percent of highly engaged employees receive feedback at least once a week, compared to 18% of those with low levels. Conversely, when managers ignore their employees, bad things begin to happen. Neglected employees are 15% more likely to leave their jobs and 200% more likely to become actively disengaged before they do.

3 | It strengthens the manager-employee relationship

The bottom line is this: when it comes to keeping employees engaged in their work, a manager’s feedback is what nurtures a committed mindset. Workers who receive regular and timely feedback become better performers. Employees who are told often how they are doing, what they are doing right and where they can improve, enjoy productive relationships built on trust, mutual ambition and shared objectives. In fact, 78% of employees who discuss their strengths with their managers become more engaged at work. They say that when a manager acknowledges their work it helps them see how they are contributing to the company’s success and those types of exchanges energize them.

4 | Managers who provide feedback are better managers

Feedback is one of the most powerful motivators a company (and their managers) can provide. There is a direct correlation between the frequency of feedback an employee receives and the business results they generate. The best managers communicate regularly by providing meaningful feedback in as close to real time as possible. In addition to keeping employees engaged, regular and timely feedback offers them the type of proactive insight, knowledge and reassurance they need to grow on the job. Managers who use recognition to provide that type of input are better managers who are building stronger connections with their employees.

5 | Managers who don’t provide feedback say they’re too busy

So why don’t managers give their employees the feedback they want so badly? In most cases it comes down to this: many managers say they don’t have the time to stop what they are doing and conduct the process. Or more specifically, they don’t have a workable system that helps them coordinate and distribute feedback to employees easily and in a timely manner. Organizations that want to nip the “I don’t have the time” objection in the bud need to know about Maestro.

6 | Maestro makes providing employee feedback easy

Madison’s SaaS driven, social recognition technology makes the process of showing your appreciating and providing feedback easy. With Maestro, managers will have access to a solution that’s simple, scalable, reliable and accurate. “Busy” managers will especially appreciate the system’s intuitive nature. For example, Recognition Wizard™ guides the manager through the entire process. With Maestro you will never hear a manager say they are too busy to provide feedback or an employee say they aren’t getting enough of it.


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