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  • Writer's pictureNever Grow Up

Employee Feedback Only Counts When You Implement It

You already know that employees are at the heart of your company. The ability to meet goals and overcome challenges largely depends on their efforts. That's why their feedback needs to be implemented for better engagement.

Sadly, a recent study published on HRD Asia indicated that the average employee engagement score in Singapore is 47%, well below the global average of 53%.

What's more, almost two-thirds of workers in Singapore believed that it was very important for employers to listen to their feedback. Businesses with a program for getting feedback from employees had an engagement score of 55%. For those who did not, the figure was just 33%.

A feedback mechanism in the workplace is a necessary first step. However, this has to be followed by implementation. That's when the loop is closed! Employees feel valued and appreciated, and the work culture thrives. Surely a target worth aiming for.

Methods of Receiving Feedback

There was a time when face-to-face interaction was the main way of getting feedback from employees. You had to schedule a meeting, sit back, and listen to everyone's issues. (And heave a sigh of relief when it was over.) That is still important for a healthy feedback culture in companies. However, with the rise of technology, there are many more handy and helpful techniques. These are helpful when there is remote working, working from home, and multi-location teams. We're sure that sounds familiar in today's times.

Fortunately, laptops, tablets, and mobile devices can combine with artificial intelligence and machine learning for feedback. Chatbots, for example, can engage across multiple platforms to get feedback from employees. This could be a website, a messaging app, or another business communication tool.

More traditional methods of employee feedback include dedicated feedback portals, feedback boxes, and scheduled personal sessions.

The ideal situation is to create a secure and safe culture of employee feedback for the company, with multiple channels of communication. But how do you effectively implement this employee feedback?

How to Successfully Implement Feedback

According to some surveys, there are 14.9% lower turnover rates in companies that are regular in implementing employee feedback. And 69% of employees say that they would work harder if their efforts were better recognised. 

Here are four steps that reflect best practices for responding to employee engagement survey results.

1. Collect and Analyse

Once there is feedback from various sources, it's best to classify this under actionable heads. For example, there could be suggestions to do with overall goals, or remuneration, or office facilities. This employee feedback survey will let you know at a glance what can and cannot be done, and whether there are broader trends.

2. Share Results

It's also important to schedule meetings with employees to share the collated feedback. This will assure them that their voices have been heard and are being acted upon. Remember to smile.

3. Assess Importance and Urgency

Not all staff feedback can be implemented, of course. Sometimes, the larger interests and needs of the overall organisation have to be prioritized. However, there could be times when specific feedback is valuable in terms of improving company culture. Or there could be small steps, such as getting a better brand of tea to wake everyone up. It's up to you to identify high-yield opportunities and act upon them.

4. Celebrate Change

Once an action has been taken, it will pay dividends to announce this and to celebrate it. If employees feel that it is because of them that positive changes have occurred, it will go a long way in increasing satisfaction and engagement. Besides, office parties are always a good idea.

The Final Take

In this way, step by step, you will be able to create a culture in which your employees feel valued. By implementing employee feedback for the company, you recognize their efforts and create a healthy and goal-directed work environment.


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