Your browser does not support JavaScript!

Posts|September 18, 2020

Why Leaders Must Make Employee Feedback a Priority

By Diana Dix
Human Resources Risk Advisor SPHR, SHRBP, HCS

To assume that a leader knows what employees want, need, or level of satisfaction without garnering feedback is negligent. Without this knowledge, a leader cannot successfully increase employee morale and loyalty to the company or fully meet employees' needs. All of which directly impacts engagement and productivity, a key business driver.

Asking employees for feedback can be scary for some as it may relay a different perspective from their own. Leaders must not allow fears to restrain them from employee input as missed feedback has the power of impacting the organization's performance.

Obtaining feedback from employees should not be reserved for annual reviews or satisfaction surveys. Employee feedback can be garnered in every interaction with employees.

For example:

Checking-in with employees daily as you pass them by or once a week in your one-on-one.

  • How are you feeling about your workload this week?
  • What concerns do you have about your work this week?
  • Do you have the tools or resources you need to get your assignment or project completed?
  • What may hold you from moving the needle on_________?
  • What do you need from me to help you move forward on___________?
  • How can I support you on ___________ this week?
  • Are there any distractions preventing you from focusing on _______ and how can I help with those distractions?
  • What did you enjoy about work last week?
  • What did you did you not enjoy about work last week?
  • How was your weekend?
  • How are you (family) managing mentally/emotionally through this pandemic?

After a conversation about an assignment, directive, or performance expectation.

  • How do you feel about the assignment, directive, performance expectation?
  • Can you tell me what you need me to clarify regarding the request?
  • How can I provide you support with the assignment, directive, performance expectation?

Creating a culture in which feedback is effective, genuine, and motivating begins from the moment a manager speaks to an applicant who may be joining the organization. Obtaining feedback becomes a management practice exhibited by all managers/leaders in your organization.

Related Articles

Posts|October 14, 2020

Protect Your Business From Uncollected Debts

By Natalie Sherod
Risk Advisor CPCU, CIC

Posts|October 09, 2020

Educate & Protect Video Podcast: California Expands CFRA Leave Benefits

By Diana Dix
Human Resources Risk Advisor SPHR, SHRBP, HCS