Having an employee feedback system can be motivating to your team. It can be as easy as giving them a platform to be heard. As a leader, it’s an easy thing to overlook. You may see yourself as the voice of the group since you are the designated leader, whether you are a manager, supervisor, or otherwise.
If you consider yourself the voice of the group, you need to start including more opportunities for your team to express themselves and be heard.
You also need to ensure the space you allow for such expression is fairly distributed and that you have a process for following up with members of your team.
If you are struggling with any aspects of employee feedback, adding some efficiency to your system could help you wrangle the issues while ensuring that your employees feel seen, heard, and cared about.
Use Electronic Software
To provide fair space and opportunity for your employees and team members to provide feedback, you’ll need to use the software.
While many organizations prefer to handle complaints or employee issues in person, not all employees are going to feel comfortable with this. If the issue is with the supervisor, the situation needs to be documented in an unbiased way.
Using electronic software ensures that there is a record of the report and a record of how it has been handled. Touchpoints within software programs allow managers to review and follow up with people without having to leave the software program.
This means that if there is any question about what was done, and when, it can be saved in the software. What’s more, daily, weekly, monthly and annual surveys can be sent out to employees to keep your finger on the pulse of the organization or department with ease.
Create a Schedule for Review
Collecting feedback is just one part of the process. Of course, the feedback process goes both ways. It’s not just about employees providing feedback on their job satisfaction. Feedback is also used to measure employee performance and manager performance.
Ensuring schedule time to review the feedback loops that you have created is an important step. If you let your feedback build up, you run the risk of losing the opportunity to deal with time-sensitive issues.
You also run the risk of losing connection with your employees. If you are reviewing them, it is not professional or good leadership to allow employees to wait too long for feedback, whether good or bad.
Having dedicated time to review feedback ensures that it gets done and nothing falls through the cracks.
Follow-up As Soon As Possible
As part of your review system schedule, you should have a dedicated window of time in which you respond to someone’s feedback. In some instances, and depending on the software you choose, you may be able to check a box or acknowledge in some way that you have at least seen their feedback, and vice versa.
In other instances, you’ll want to take the time to ask questions to gain more information. The longer you wait, the harder it will be to get additional information. This is especially important if there has been an incident that needs to be addressed.
You will want to let your employees know that you are making plans to move on to their suggestions and when and if that will occur. Always letting someone know that their ideas are good will help build the company and creates a sense of trust and commitment.
Ensuring your feedback system is efficient saves everyone’s time. It makes you a better leader and provides you with more opportunities to connect with, mentor, and help develop your employees into effective members of the team.
Give your feedback system a once-over and tighten up the areas where you could use some more focus.
How Does Your Feedback System Work?
If you have ideas about employee feedback systems that might be helpful to readers, share them in the comments section below. Thanks!
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