Are your feedback channels limiting true engagement?
Employee engagement has often been a reliable measure of organisational performance.
Gallup’s 2023 report on the state of the global workplace found that disengaged employees cost the world around US$8.8 trillion in lost productivity.
In the same study, Gallup discovered that global employee engagement remained at 23%. However, at least 62% of employees reported not being engaged, while 15% are actively disengaged.
While engagement remained at the highest level in over a decade, HR leaders are working hard to connect more with the people. But it’s looking like a herculean task as a 2023 Gartner study noted a wide gap between employee and employer expectations.
The situation pushes some managers to look into their feedback channels that were expected to improve their connection and engagement with the people.
Read More: Does feedback do more damage than good?
What could be wrong with my feedback channels?
Today, organisations commonly rely on a mix of traditional and digital feedback mechanisms, each with its unique set of advantages and drawbacks. Annual performance reviews, surveys, and suggestion boxes are still widely used by organisations big and small.
Some companies, though, have begun using modern feedback strategies like the regular town halls, the short but frequent pulse surveys, 360-degree feedback tools, and internal or proprietary communication platforms.
In theory, combining traditional and modern approaches to employee feedback should work, but some factors are limiting the opportunities and insights that they bring. Here are some of common pitfalls that might be hindering the effectiveness of your channels:
Lack of trust and psychological safety
Employees may hesitate to share honest feedback if they fear repercussions or judgement. This can lead to surface-level responses or complete silence, rendering the feedback process meaningless.
Infrequent and one-sided communication
Performance reviews and surveys may create a sense of disconnect by failing to provide opportunities for dialogue. People want regular, two-way communication where their feedback is acknowledged and acted upon.
Impersonal and generic approaches
Blanket surveys and standardised feedback forms can feel impersonal and irrelevant to individual experiences. Employees want to feel heard and valued, not just another data point in a spreadsheet.
Limited action and follow-through
When employees see no tangible outcomes from their feedback, it breeds apathy and disengagement. A lack of transparency and follow-through erodes trust and undermines the entire feedback process.
Focus on negativity and criticism
While constructive feedback is valuable, overemphasis on negativity can create a toxic work environment. Employees need to feel appreciated and recognised for their contributions, not just criticised for their shortcomings.
Read More: The path to fair and accurate assessments
How to maximise your employee feedback channels
Maximising employee feedback channels does not need to be expensive. In most cases, it just needs to be calibrated to the situation, size, and direction of the organisation. But technology does help when the situation demands.
Customised feedback platforms
For companies that value real-time feedback, many providers in the market are already offering this capability. A continuous feedback platform can even be custom-built to suit the exact requirements of an organisation.
AI-driven sentiment analysis tools
There are also AI-powered sentiment analysis tools that can help managers maximise the data they are getting through their existing feedback channels. These tools analyse employee feedback to identify trends, sentiments, and areas for improvement.
Employee resource groups
Allowing Employee Resource Groups (ERGs) may also be helpful to foster a sense of belonging and empower individuals to share their experiences and perspectives. These voluntary, people-led groups create a safe space for open dialogue.
Gamification
Infusing elements of gamification, such as points, badges, and leaderboards, can also make feedback more engaging and interactive. This approach encourages participation and fosters a sense of friendly competition.
Lastly, equipping managers with effective communication and feedback skills is crucial for creating a culture of open dialogue. Training programmes can help managers actively listen, provide constructive feedback, and address concerns empathetically.
Cultivating a culture of feedback
Fostering true employee engagement through feedback channels requires more than just implementing new tools and technologies. It demands a holistic approach that prioritises open communication, trust, and continuous improvement.
In the end, leaders must champion the importance of feedback, actively participate in the process, and demonstrate receptiveness to employee input. Their actions will set the tone for the entire organisation.
The need to create an environment where feedback is openly shared, acknowledged, and acted upon. Transparency builds trust and encourages employees to participate actively in the feedback loop.
Annual reviews are great, but embracing frequent, informal check-ins, and continuous feedback platforms will help managers to respond and even prevent undesirable situations.
By making sincere and data-driven feedback strategies, organisations can create a vibrant feedback culture where employees feel heard, valued, and empowered. This not only leads to improved engagement but also unlocks the full potential of the workforce, driving innovation, productivity, and overall organisational success.