{"id":715,"date":"2022-05-27T14:39:26","date_gmt":"2022-05-27T21:39:26","guid":{"rendered":"https:\/\/incognea.to\/blog\/?p=715"},"modified":"2022-05-27T14:39:29","modified_gmt":"2022-05-27T21:39:29","slug":"employee-engagement-rates-are-the-lowest-theyve-been-in-a-decade-anonymous-feedback-helps","status":"publish","type":"post","link":"https:\/\/incognea.to\/blog\/2022\/05\/27\/employee-engagement-rates-are-the-lowest-theyve-been-in-a-decade-anonymous-feedback-helps\/","title":{"rendered":"Employee Engagement Rates Are the Lowest They’ve Been in a Decade\u2014Anonymous Feedback Helps"},"content":{"rendered":"\n

4 Ways to Encourage Constructive Feedback<\/em><\/h2>\n\n\n\n

In 2021, employee engagement rates were the lowest they\u2019ve been in a decade. According to Gallup<\/a>, 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\u2019s clarity of expectations, development opportunities, and opinions counting at work<\/em>.<\/p>\n\n\n\n

\u201cIf you are driving a racecar, you don\u2019t wait until you blow a tire to realize it\u2019s 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\u2019 needs but their expectations. Listening to their feedback and acting on it is key to engaging and retaining them.\u201d<\/em><\/p>Forbes<\/a><\/cite><\/blockquote>\n\n\n\n

It\u2019s common for employees to be on the receiving end of feedback, but they also need opportunities to give it. The problem is that it\u2019s easy for feedback discussions to devolve into grousing sessions.<\/p>\n\n\n\n

Here are some tips to guide your employees to give honest and effective anonymous feedback.<\/p>\n\n\n\n

1. Avoid\u2014or at least minimize\u2014meanspiritedness. <\/h3>\n\n\n\n

By asking about your perspective and experiences, your employer wants to use your suggestions to improve the company\u2014and keep what\u2019s working for you.<\/h4>\n\n\n\n
\"girl<\/figure>\n\n\n\n

Imagine that an HR executive is reading your suggestions, hoping they\u2019d be helpful in enhancing a new program or boosting your company culture. It won\u2019t be helpful if you use feedback opportunities to vent. Think about how you receive feedback at work, whether it\u2019s from a manager or another department. You\u2019d likely want the feedback to be objective and practical, not a barrage of criticism or complaints. <\/p>\n\n\n\n

Calling your manager hateful names or criticizing your coworkers when you submit the feedback will probably mean readers won\u2019t take your suggestion as seriously as they should. If you\u2019re enduring a personal complication like a coworker disagreement, bullying, or a violation of your employee rights, it\u2019s best to go directly to HR.<\/p>\n\n\n\n

2. Get to the point. While we don\u2019t encourage griping for the sake of it, there\u2019s no need to couch anonymous feedback or give a \u201ccompliment sandwich.\u201d <\/h3>\n\n\n\n

Concisely state your issue. For example, \u201cI believe I can be much more productive with a work-from-home day\u201d or \u201cwe\u2019d benefit from more marketing resources, like a designer.\u201d <\/h4>\n\n\n\n

The reader shouldn\u2019t 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.<\/p>\n\n\n\n

3. Propose a solution. Suggesting a solution helps the company take it seriously. Feedback is the most useful when it\u2019s constructive or actionable. <\/h3>\n\n\n\n

The readers may act on your solution or use it to springboard new ideas. For example, \u201cI\u2019d like to get to know people in other departments more. One idea is to have quarterly social events.\u201d <\/h4>\n\n\n\n
\"3x3<\/figure>\n\n\n\n

Organizations appreciate resourceful employees. \u201c[Resourcefulness is] a rare quality to find,\u201d says Tarek Pertew, Co-Founder of Uncubed, to The Muse<\/a>. \u201cFolks who can work through obstacles creatively are my favorite\u2026I look to assign someone who is capable of digging his or her heels in and independently creating solutions.\u201d <\/p>\n\n\n\n

4. Trust that the feedback is anonymous\u2014with the right channel.<\/strong> <\/h3>\n\n\n\n

Seventy-four percent of employees say they\u2019d feel more comfortable giving feedback about their company and culture if the feedback was truly anonymous, says a Forbes<\/a> report.<\/p>\n\n\n\n

Keeping feedback anonymous will: <\/p>\n\n\n\n