Blog | How To Get Better Insight From Your Employee Feedback

Published July 22, 2015 by Questback

Data and Evaluation Employee Engagement Surveys
How To Get Better Insight From Your Employee Feedback

A great employee feedback system helps you find and fix HR issues early, before they develop into long-term cumulative costs to engagement and the bottom line.

But while collecting, tabulating, and providing feedback in employee performance reviews is a time-honored tradition for most organizations it’s also a process that’s broken more often than not.

There are many ways that employee feedback can go off the rails. Some of the more common ones are employee feedback not being relevant or timely, or relying on technology to handle what’s really a function of day-to-day conversations between managers and employees.

The future of employee feedback is here and it’s about putting people back into the process.

The key to the future of HR is understanding that yes, HR needs to be strategic and work with the C-suite, but if that doesn’t impact all of your employees and your operations in a tangible way, it’s all just lip service.

Here are several ways to move your employee feedback process into the rightful place in your organization to support a strategic HR function and meet the needs of your employees:

People, not numbers, matter in HR

KPIs, retention rates and engagement scores are all incredibly valuable, but only if they are used in conjunction with smart analytics. While having this information may provide something that HR can use to gain entry into the C-suite and be seen as more strategic, if there’s no follow-through to ensure employee feedback is used to improve performance across the organization, your programs will fall short.

Employees want fast, frequent feedback

Employee feedback offers a key indicator of the health of the organization from identifying which key employees may be unhappy, to problems with a manager that impacts an entire department to where things may be going wrong with your customers. Leaving employee feedback to once or twice a year means you’re losing a major opportunity to grow, improve and identify problems before they get out of control.

Providing fast and frequent opportunities for employee feedback helps create a more agile working environment where real-time conditions can be identified and responded to. Creating a culture of employee feedback now will help create tomorrow’s competitive advantage.

Technology is only part of the problem

While Questback is a technology platform, we also know that our most successful customers understand that technology is only part of the solution. Technology that facilitates the process for employee feedback offers a way to simplify and manage feedback, but it’s up to HR, front line managers and the executive suite to take that data and apply it.

For your employees and managers that are using technology to gather feedback, it’s really a strategic enabler for them. They need to understand that providing feedback in a survey is no substitute for an actual conversation or opportunity to provide feedback face-to-face. That human factor matters more than the cool dashboard they see when they log-in.

Conclusion

Creating a culture where employee feedback is a top priority means that every single person in the organization needs to walk the talk. To secure employee buy-in and the deep belief that employee feedback is valued and important to the organization’s success, they need to see that in action.

Which means, every single person in the organization from the CEO on down needs to be included as part of the process. Feedback should not just be in downward, but offer opportunities for upward feedback in the 360 process as well. No department or team gets to be excluded from the process and everyone has the expectation that if you’re part of this company, you take feedback seriously.

 

If you want to improve the way you collect and manage employee feedback click here to schedule a Questback demo

Is your employee feedback program generating value and engagement? Meet us over on LinkedIn or Twitter to share your thoughts and comments.


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