Posted May 27th, 2022
In 2021, employee engagement rates were the lowest they’ve been in a decade. According to Gallup, 34% reported that they were engaged in their work and workplace. The factors that Gallup used to gauge employee engagement were how employees felt about their employer’s clarity of expectations, development opportunities, and opinions counting at work.
“If you are driving a racecar, you don’t wait until you blow a tire to realize it’s time to make a change; you have to be proactive and have measures in place to address problems before they become critical issues. Employee feedback, especially open-ended responses to survey questions, has been neglected for years. Still, it is the single best source for understanding not only your employees’ needs but their expectations. Listening to their feedback and acting on it is key to engaging and retaining them.”Forbes
It’s common for employees to be on the receiving end of feedback, but they also need opportunities to give it. The problem is that it’s easy for feedback discussions to devolve into grousing sessions.
Here are some tips to guide your employees to give honest and effective anonymous feedback.
Imagine that an HR executive is reading your suggestions, hoping they’d be helpful in enhancing a new program or boosting your company culture. It won’t be helpful if you use feedback opportunities to vent. Think about how you receive feedback at work, whether it’s from a manager or another department. You’d likely want the feedback to be objective and practical, not a barrage of criticism or complaints.
Calling your manager hateful names or criticizing your coworkers when you submit the feedback will probably mean readers won’t take your suggestion as seriously as they should. If you’re enduring a personal complication like a coworker disagreement, bullying, or a violation of your employee rights, it’s best to go directly to HR.
The reader shouldn’t have to wade through your words to extract the takeaway. Consider adding bullets or data points to consolidate your thoughts or back up any points.
Organizations appreciate resourceful employees. “[Resourcefulness is] a rare quality to find,” says Tarek Pertew, Co-Founder of Uncubed, to The Muse. “Folks who can work through obstacles creatively are my favorite…I look to assign someone who is capable of digging his or her heels in and independently creating solutions.”
Seventy-four percent of employees say they’d feel more comfortable giving feedback about their company and culture if the feedback was truly anonymous, says a Forbes report.
Keeping feedback anonymous will:
Yet employees often fear that their anonymous feedback will be read and used against them, potentially leading to job loss.
As an employee, you may want to verify that the feedback mechanism you’re using is truly anonymous. Leaders should explain how their suggestions are anonymized to protect the integrity of employee participation. Then submit your honest, constructive feedback.
Leaders need to thoughtfully consider the feedback they receive, view it objectively, and then act on it. After all, feedback is ineffective if it remains unused. Employees should realize their voice is powerful. Two minutes taken to offer insight could lead to a new initiative launching or drawing attention to an overlooked issue. Whether you’re a leader or an individual contributor, your perspectives and contributions are instrumental to advancing a company and shaping its culture.
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