4 Smart Ways to Get Employee Feedback

The key to building a more robust employee experience and retaining your workforce is employee feedback. However, most work environments lack efficient ways to solicit feedback, leading to lower employee satisfaction and productivity.

You should support and challenge your staff in the right ways to improve the employee experience and prevent your people from jumping ship. Additionally, it would help if you understood what you are doing right and your weaknesses. And to achieve all of this, you require feedback.

Traditionally, exit interviews were an organization’s way of gaining insights into the employee experience. However, what good is it to find out how an employee feels about your company after losing them? So, how do you move from outdated exit interviews into real-time feedback?

Here are four ways to collect employee feedback on the whole organization. This helps you identify what may enhance the employee experience and boost retention.


4 Approaches to Get More Feedback from Employees

A great employer takes responsibility for the goals they try to achieve. If you are looking to get more feedback from your team, you should primarily focus on your actions so that you can make it happen. These strategies will help make your team more likely to provide you with the feedback you require.


Employee Engagement Surveys

Annual, biannual, or quarterly employee engagement surveys are ideal methods to gather a large amount of employee feedback. The best thing is that these surveys can be pretty comprehensive, focusing on anything affecting employee engagement, satisfaction, and retention.

Before you pass out the survey, communicate with your employees why you are conducting the survey. Additionally, make sure the feedback is anonymous to increase the completion rate. Furthermore, acting on the input will ensure that the future surveys you plan to conduct are well received.


Employee Suggestion Box

In a highly digital world, sometimes old-fashioned strategies prove to be more efficient. For example, an employee suggestion box efficiently allows your employees to leave anonymous and honest feedback without a digital footprint.

Ensure you place the employee suggestion box in a place that’s easily accessible but not too crowded. For instance, if you place the box at the front desk, your employees will be able to easily slip their feedback into the box on their way home. On the other hand, if it is in the break room, your employees may feel uncomfortable.


Review Sites

A few employees never find it comfortable to share feedback directly with their employers. However, they might share it on third-party review sites. Therefore, frequently monitor employer review sites like Glassdoor, Great Place to Work, CareerBliss, Indeed, InHerSight, and Comparably to ensure you don’t miss important employee feedback.

Head to these sites and claim your employee page. Also, sign up to receive alerts. This way, you will always stay on top of feedback as soon as it is shared.


Stay Interviews

Opposite of the exit interview, the stay interview is conducted with your current employee base. A series of questions may be asked to find out what it will take to keep you’re A-players. Some examples of questions may include:

  • What kind of feedback or recognition would you like hear about your performance that you aren’t currently receiving?
  • What opportunities for self-improvement would you like to have that go beyond your current role?
  • What kinds of flexibility would be helpful to you in balancing your work and home life?
  • What talents, interests, or skills do you have that we haven’t made the most of?
  • What have you felt good about accomplishing in your job and in your time here?
  • If you could change one thing about your job, team, or company, what would it be?

This is a great opportunity for your employees to speak up about and plan their future with your organization. It may also highlight culture or other problems you did not know you had.


Feedback On Personal Performance

Any information from employees regarding skills, performance, or ability to work within a team is valuable to your professional growth. Supervisors, peers, and anyone else you work with can provide you with valuable feedback. When done tactfully, it can create a more robust and more harmonious workplace.

Both positive and negative feedback are essential as they break bad habits, strengthen positive behavior and allow teams to work more efficiently toward their goals. It also opens up communication channels between you and your employees. This is exceptionally helpful if a conflict or tension exists between colleagues.

A manager must receive feedback from employees about their performance to continually improve in their role. Beyond suggestion boxes and survey sites, you should also create an environment conducive to giving and receiving regular feedback.


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