Feedback? Get some.
There are good reasons for this as talent management, as a discipline, is growing accountable for more items almost daily and feedback, while a nice idea, can’t really be tied to anything measurable…. or can it? Here are four things that may change your mind about how powerful a strong feedback loop can be within your enterprise:
Internalize Organizational Values: Did you know that every time you provide feedback you can reinforce the organizational values of your company? You can, and it’s an excellent time to do so. Whether you are aligning employees achievements with organizational goals or surveying your workers for suggestions that fit into the values in your corporate motto, just the act of having those in the feedback loop (going both ways!) reinforces them more than them sitting in some dusty binder somewhere.
In order to get the most from your team, you must pay attention and regularly sit down with them individually, in order to understand their unique agendas, motivations, interests, and ambitions.
No matter how your organization implements feedback programs, use those programs to hammer home the importance of your core values.
Maintain a competitive advantage: It’s a scary question and one that few companies have the courage to ask, but what happens when you listen to employees? Let me tell you, when you listen to employee feedback, employees appreciate it. They’re less likely to leave and more likely to make your company a better place.
Recognition for effective performance is a powerful motivator. Most people want to obtain more recognition, so recognition fosters more of the appreciated actions.
As the market becomes increasingly competitive, it is important how you treat your employees and managers need the authority from executives to not only hear and process employee feedback but act on it as well.
A better culture for all: Really Maren…culture? Yes culture. It’s wildly important and so many companies are reeling from the economy that it’s been shoved under the rug (with disastrous consequences). Now, according to David Kippen, is the time to reframe that company cultural covenant:
For many businesses, 2008-2010 were the most difficult times in living memory. Top managers at top brands faced questions of organizational survival they never expected. Hundreds of millions worldwide were suddenly unemployed, while their former colleagues alternated between guilt, despair, anxiety and exhaustion. Through it all, HR leaders faced unprecedented challenges during times of daunting, unrelenting, merciless, change.
While cultural shifts don’t happen overnight, feedback is essential before, during and after your cultural shift, especially if you want your top performers to be there throughout the process.
Direct tech resources and systems where they’re needed most: Directing your HR Technology spend toward feedback management between executive, manager and employee can improve performance immediately.
New technologies are continuously driving change and adding value within an organizational setting. If a 1950s corporate CEO were to walk into corporate America today, what he’d see would be markedly unfamiliar. Yet, one area where he may not notice much of a difference is in the way organizations manage feedback to employees.
What value do you think feedback has brought to your organization? Does your company use feedback technology or programs? Leave your comments and ideas below…