3 Things you're not doing with Employee Feedback (but should!)
I love employee surveys & Stay Interviews. They are a powerful way to get out of your head, & hear directly from your people what’s working, what’s not, & what ideas they have for the future. They eliminate the noise & give you the clarity & direction you need to make positive change for your team & culture (it’s why we include them in our client Culture Assessments, Custom Leadership Development Programs, & Level Up Clubs).
I’ve learned many a thing over the years as I was knee-deep in data collection & survey analysis, & today I want to pull back the curtain & share with you 3 things you’re not doing with your employee feedback, but should! Here we go:
1. Take Action on Every Single Piece of Feedback:
This does NOT mean "give everyone whatever they ask for". When I say “take action” I mean “don’t ignore what your teammates say". Taking action means truly listening, acknowledging that the person has been heard, that they've been seen, & that their feedback is valued. If their suggestion can't be implemented, take the time to explain why it can't be done. In my experience, most people care more about being heard, understood, & valued as opposed to having all of their feedback implemented. They need to trust that you’ve at least taken the time to consider their feedback, thought through WHY it can't be done, & then that it will be communicated. This requires intentional effort on your end. Don’t ignore anything - take action on everything - even if the action is just to let the person know you’ve heard them, it can’t be done, & why.
2. Don’t Take Feedback at Face Value
Many times people say one thing, but really they are talking about something different. Not everything is just as it appears! When you receive feedback, don’t just take it at face value. Take time to sit with it & see if there is a deeper issue at play. Is there some underlying thing they are really needing or asking for? What is this telling me about what they value in their job & in life? What words did they use? Are they scared? Are they confused? Everyone needs to know where they're headed & why. Sometimes employee feedback is an indicator that the vision has not been clearly explained/understood & there is confusion on the direction of the company, & their role within it. Sometimes employees say they want better health benefits, when really, after talking with them, they don't feel like their manager listens to or cares about them. It has nothing to do with health benefits at all! Diving deep into feedback & discussing it with the employee who gave it provides an amazing opportunity to strengthen your connection & their trust in leadership.
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SIGN UP3. Fear Silence
You give feedback when you care. If you don't care, why take the time to give feedback? Some leaders I work with are nervous to conduct surveys because they fear negative feedback. However, receiving a bunch of negative feedback is not a bad thing - it means people care! They want things to be better because they believe in the company & want to be part of its future. That feedback gives you incredible clarity & direction of where to prioritize your time & efforts. When your people go quiet - that's when you need to worry. If they say nothing, they've stopped caring. Don’t fear negative feedback - fear silence.
Alright Leader - the choice is yours. Now that you know better, you can do better! And if you need any help at all, or need someone to celebrate & throw confetti for you, shoot me an email 🙌🙌🙌
Pssst...I LOVE connecting with & growing my community! Feel free to connect with me on LinkedIn - see you there! 🤗
