How do you know if you're doing a good job?
The vast majority of leaders may simply say, "Well, my numbers are up, employee retention is good, we should stay the course."
And while this isn't necessarily a bad perspective to have, if we only rely on things like numbers and our vague sense of momentum, we rob ourselves of valuable insights that could be gleaned through one powerful tool: employee feedback.
The most effective employee and supervisor relationship typically composes of feedback conversations, and in a company culture that values a range of perspectives, this feedback relationship must go both ways. And you don't have to just take my word for it, statistics are also on my side.
It's no secret that the key to a thriving workplace culture is genuine employee engagement, which makes the fact that only 30% of the 2024 American workforce reported being sufficiently engaged at their jobs concerning according to Gallup.
Furthermore, Gallup and Workhuman recently reported that while only 23% of survey respondents strongly agreed that they were valued and appreciated for the work they do, those that felt valued were 4 times as likely to be engaged.
The problem of reduced engagement can be chalked up to a number of reasons, both internal and external, but the remedy is often simpler than you might think.
Creating a culture that genuinely prioritizes meaningful feedback -- both giving it and receiving it employees -- signals to your employees that their opinions are valued, that you take a genuine interest in their happiness and job satisfaction, and that you are the kind of leader that can admit you need another perspective on your vision for the company.
In today's blog post, let's explore the importance of asking employees for feedback, how to create a feedback-friendly environment built upon mutual respect, and strategies for gathering and utilizing feedback to skyrocket your success on all fronts.
Understanding Employee Feedback
What is Employee Feedback?
Employee feedback is a process of giving and receiving constructive criticism to improve work performance and drive employee growth. It is one of the building blocks for a healthy employee-employer relationship, which itself is a fluid, continuous process that inspires improvement, innovation, and engagement.
It helps maintain a connection with your employees and demonstrates that you yourself are engaged with their day-to-day activities. Feedback conversations are sometimes mistaken for being scary or critical, but if done correctly, it becomes a tool that celebrates an employee's strength, identifies opportunities for growth on both ends, and keeps leaders informed.
Why is Employee Feedback Important?
It all comes back to engagement.
How valued, respected, and appreciated your employees feel directly translates into their level of engagement. And what is the best way to signal to your employees that their work is valued? By crafting a feedback culture where employees are empowered to deliver and receive feedback without apprehension or fear of reprisal. Genuine employee feedback matters because it reinforces the right behaviors, increases employee engagement and productivity, and helps employees understand their strengths and weaknesses.
Asking for employee input communicates to your team members that you are the kind of leader that is aware of your own blind spots, aware that it is impossible to know everything, and their contributions are important.
A leader who is human, approachable, and genuine is more likely to receive honest feedback and retain employees for much longer. This is crucial for making employee experiences truly transformative.
Giving Effective Feedback
Employee feedback can take quite a few forms, but the two I'd like us to focus on for the purposes of this blog are positive employee feedback, and constructive employee feedback. Both of these types of employee feedback have their place, but different situations will call for one or the other.
Positive Employee Feedback
Positive employee feedback is a conversation that first and foremost acknowledges and celebrates employee achievements. It can be part of a larger employee feedback conversation, or simply a short, timely, and sincere congratulations for a job well done.
Positive feedback is incredibly important, because unlike negative feedback or constructive feedback, positive feedback tells your employees what they're doing well and provides an opportunity to reward them for their efforts. It has a dual function of encouraging employees to stay on the right path, reassuring them that they are aligned with the company's core values.
Constructive Feedback
Unlike rote positive feedback, constructive feedback has to do with giving evaluations to employees, specifically where they can improve. It can sometimes be called negative feedback, but depending on your approach, it can create a positive take-home message. For example, instead of simply rewarding or praising, constructive employee feedback turns negatives (such as criticism) into opportunities for growth.
Constructive feedback can also be seen as a combination of constructive criticism and coaching. For example, while specifying where an employee can improve, you also take the time to suggest ways they can modify their approach.
Asking for Employee Feedback
No matter your particular management style, an effective leader is comfortable with turning the tables, so to speak, and being open to feedback themselves. Only by asking your employees can you make certain that your organizational values are felt throughout the company, and that you are making every effort to ensure employee success and employee satisfaction, especially in areas over which you have little purview.
30 Essential Questions to Ask Employees
- What are your thoughts on our company culture and values?
- How do you think we can improve our employee engagement and productivity?
- Do you think our employee development resources are effective?
- Does your annual performance review serve as an effective tool for you to improve and recognize your strengths?
- What are some areas where you’d like to receive more feedback or coaching?
- How can we better support your growth and development in your role?
- What are some things that you appreciate about our organization?
- What are some things that you think we could improve?
- Do you feel that we are providing appropriate resources for you to do your job?
- Do you find performance reviews or one on one meetings more effective avenues for discussing feedback?
- Do you feel valued in your day-to-day activities?
- What parts of our workplace culture do you enjoy?
- Do you feel like management is approachable and responsive to your needs?
- Do you feel connected to your team members?
- Would you recommend this company as a good place to work?
- Do you have enough freedom to make decisions during your day-to-day work activities?
- Does this organization keep you appropriately informed through every decision?
- Do you feel that your job is challenging enough?
- Do you think that this environment helps you maintain an appropriate work-life balance?
- Does your job cause an unreasonable amount of stress?
- Do you feel supported by your team members?
- Do you feel that management makes a genuine effort at soliciting feedback?
- On a scale of 1 to 5, how effective was your onboarding experience at preparing you for the job?
- Does your job help with your personal growth?
- How can we improve the employee experience?
- In your opinion, how easy had the company made professional development opportunities available?
- Do you feel that problematic behavior is admonished quickly?
- Do you feel that employee success and positive behavior is appropriately celebrated?
- Do you think you've received an adequate amount of training?
Creating a Safe and Supportive Feedback Environment
To get this feedback is not as simple as it may seem -- many employees may feel hesitant to be honest and forthcoming with their evaluations if they believe that they will be reprimanded. It is important to foster a safe and supportive environment for employees to feel comfortable, and there are a couple of steps you can take to ensure that this is done.
- Encourage employees to ask for manager feedback regularly. Most of the time this will consist of constructive feedback, but try to encourage your management team to take a moment to highlight what their employee is doing well.
- Offer an anonymous feedback process for your team members. Employee feedback should be honest both ways, and giving a level of anonymity ensures that employees feel that their confidences will not be at risk.
- When giving feedback, focus on specific patterns of behavior and actions, rather than making general or personal comments. This will encourage employees to do the same.
- Provide frequent and effective employee feedback to help employees stay aligned with expectations and gain clarity on their progress.
- Reward with positive feedback when employees act on their constructive feedback, and do so regularly.
Receiving and Acting on Employee Feedback
How to Receive Employee Feedback
There is no one master rulebook for when and how you receive feedback from your employees, but there a few considerations to keep in mind that will make the process -- however you choose to do it -- easier.
Listen actively and respond thoughtfully to employee feedback. Active listening skills are imperative here, since it signals that you take what your employees are saying seriously, and are genuinely engaged in the conversation.
Avoid making assumptions about others’ experiences or motivations. One of the main points of employee feedback is to gather information on items that you otherwise would not have any experience with. Even if you don't necessarily agree with an employee's input, try to remember that you see things from a leadership perspective. One team member may have a completely different viewpoint of the same situation, and try to keep that mind.
Focus on understanding the context and offering solutions. In today's fast paced world, the employee experience is constantly evolving, and what held true for you during your early career may no longer come with the same context you are used to. Try to think of things from the employee's perspective, and keep a solution-forward mindset.
Treat others with respect and empathy. No matter if feedback comes in the form of direct reports or informal meetings, always strive to maintain respect and practice empathy.
Conclusion
Asking for employee feedback is more than just gathering opinions and solidifying business outcomes —it’s about fostering a shared culture of trust, collaboration, and continuous improvement where every team member feels comfortable being authentic and honest. Providing employee feedback is the foundation of a healthier, more aware leadership style that inspires continuous employee engagement.
Remember, employees are your most valuable asset and you are there to lead them to greatness. When you gather employee feedback, you may discover that they hold the key to insights that can drive innovation and improve workplace dynamics, things that you could not possibly be aware of at the same level of detail.
By giving them a voice, you empower them and ensure that they feel heard, valued, and motivated to do their best work, knowing their contributions are valued.