What does employee feedback mean?
Employee feedback can be understood as an ongoing process in which employees receive feedback from colleagues or supervisors on their work and social behaviour and in turn give feedback to colleagues and supervisors. Continuous employee feedback can help employees and thus the company to constantly improve, especially if employee feedback is structured and constructive. Employee feedback is an integral part of the employee journey model, helping employees to increasingly improve their work performance, engagement and morale.
Generally, employee surveys are kept anonymous in order to obtain genuine and open employee feedback. This motivates employees to be open, especially if they know that something will actually change based on their comments and ratings. Regular employee surveys are an integral part of employee feedback.
Forbes study: 73% of all employees consider employee feedback important
According to a study by Forbes, 73% of all respondents consider employee feedback important, but only a third actually receive it regularly. So most managers don’t give their employees enough feedback. And when they do, they tend to do it negatively or too vaguely. The real meaning of feedback is lost. Therefore, it is important to define employee feedback processes and stick to them stringently so that a sustainable employee feedback culture can be established.
Forms of employee feedback
There are many different types of employee feedback, such as 360-degree surveys, continuous listening or pulse surveys, to name but a few. We would like to present eight forms of employee feedback in short abstracts.
1. 360-degree feedback
360-degree feedback is a review method in which an employee receives feedback from both his or her supervisors and colleagues to identify strengths and weaknesses by means of an “all-round view” so that corrective action can be taken to improve employee performance. In 360-degree feedback, it is important that the feedback is given anonymously, i.e. by means of a questionnaire, so that feedback can be given honestly on the one hand and there are no differences or sensitivities between the feedback giver and the feedback receiver on the other. We have explained the 360-degree feedback method in more detail in a separate blog article.
2. Continuous Listening
Continuous listening is a process that enables employees to give feedback at any time on their current situation, mood, work content and also to submit suggestions for improvement. For this purpose, companies provide a special technical infrastructure that allows employees to give employee feedback easily and without major hurdles. To gather and analyse continuous employee feedback, you can use QuestionPro’s Employee Experience Management Platform.
3. Pulse surveys
Pulse surveys can be used to quickly obtain employee feedback on a narrowly defined topic, such as the mood in the company, workload, motivation and employee commitment. In contrast to the classic and rather comprehensive employee survey, the pulse survey is therefore very concise, and in some cases it contains only one question. One of the main features of the pulse survey is that it takes place periodically in order to identify trends and tendencies.
4. Employee engagement issues
Employee engagement refers to the degree of emotional attachment of employees to the company. The higher the degree of emotional commitment on the part of the employees, the more willing and able they are to perform. The degree of employee commitment can be determined very easily by means of specially developed question methods. One of these question sets is the very well-known Gallup Q12 method.
5. Determining employee loyalty
The degree of employee loyalty can also be determined with a very simple feedback method. The Employee Net Promoter Score (eNPS), which contains only one question, is the tool of choice here. “Would you recommend our company as an employer to your friends or acquaintances?” You can find out in detail how the eNPS is calculated in a separate blog post on the Employee Net Promoter Score.
6. Onboarding surveys
Onboarding surveys provide you with valuable insights regarding the onboarding process of new employees. Here, newly “onboarded” employees are regularly asked about their experiences, for example whether all necessary work materials are available and colleagues are helpful, whether tasks and goals have been clearly outlined.
7. Employee feedback on employee satisfaction
Satisfied employees tend to stay with the company longer than dissatisfied employees. And satisfied employees perform better. Knowing the reasons for the development of dissatisfaction is of enormous importance for companies in order to be able to intervene precisely. Frequent causes of employee dissatisfaction include a lack of feedback, unclear instructions and tasks, excessive demands or the feeling of not being sufficiently rewarded. Therefore, conduct regular employee surveys on the topic of employee satisfaction.
8. Employee feedback as part of performance management
Continuous performance management is a modern approach to promoting, evaluating and improving employee performance. It enables your organisation to create a trusted environment where employees feel empowered to take control of their own development. In a culture of true continuous performance management, employees support each other with a wide range of real-time performance feedback – celebratory, instructive and constructive. Learn more about employee feedback in the context of continuous performance management here.