At the heart of every human servicing organization lies employee engagement. Engaged employees are updated, focused and productive. Thus, they tend to be more committed, not only to their work but the company as well. One important tool to engage employees is through feedback to management.
One question which always puzzles and disturbs the hierarchy is; when is the best time to get feedback from employees? The answer is simple—anytime, everytime. As long as employees are within the company grounds, what they say might just count as feedback.
Engaging employees starts right from the moment the organization presents them with an offer letter. Any top potential employee who is worth their salt and has done their research will not jump up and sign. They will seek to understand company values and know that they have found the right fit. During this period, the candidate might drill the interviewer to get a picture of a shared sense of purpose, commitment as well as company ethics and values. Word of advice, nothing should be taken lightly, the candidate’s concerns and observations should be noted down as feedback.
Where and when possible, the company should ask interviewees to take a small survey-unanimously. Such surveys work as feedback. We tested the 369method, which is intended to empower every employee to work on their individual unique method to be more engaged. Results proved that employees become super engaged when they are empowered to be creative, entrepreneurial, and open-minded and focused on continuous improvement.
Once within the company and part of the team, engagement through feedback becomes a daily exercise. To promote a flexible environment, it might be an excellent idea to hold short building meetings every day or every other day. Direct managers should be given authority to decide when their team meets.
With every activity/exercise, managers and their teams should compare their ideas. When developing new strategies or goals, the company should take advice from employees. As far as the new age generation of Millennials is concerned, asking the question; why, is a must. Engagement through feedback takes off their frustration because it opens a window of opportunity for them to ask their questions. And of course, they want to know why your approach is better, why you have not yet implemented idea BCD, and why their salary is the way it is. Your feedback will help answer these questions on a daily basis.
Feedback to management can be collected through different means. For example, there can be a suggestion box left in the corner of the tea room. That way, anyone is free to drop their feedback discreetly. But, in a free environment, it shouldn’t be too hard for employees to openly give management feedback.
To encourage feedback and garner more employee engagement, it might be necessary for managers to reward employees who give feedback. Although this might create a spirit of competition, it will be healthy and aimed towards organizational growth. Over time, employees might start genuinely enjoying the exercise of giving feedback without expecting compensation or recognition.
Where employee engagement is concerned, there are some suggestions in circulation. However, the real solution differs from organization to organization. For some, it’s just one solution being used, and yet others use multiple drivers. Our advice? Employee engagement through feedback to management helps to build relationships between employees and their managers, therefore, solidifying the organizational structure.