How to get employee feedback?

Sounds easy enough right? Just ask? But wait first. Why do we do have to do it? So you’re the boss. It’s your job to support and challenge your team, so that together, you can achieve the results you need.

To do that effectively, however, you need to know if you are supporting and challenging your staff in the right ways—or if, despite your good intentions, you’re holding them back. You need to know what you do well, so you can build on it, and you need to understand your weaknesses, so you can correct them. In short, you need feedback.

Traditionally, businesses have relied on exit interviews to gain insight into a manager’s effectiveness. But what good does it do to figure out how an employee feels about his boss as he’s sauntering out the door to greener pastures? While it’s not too late for the manager to learn from the information, it’s too late to use it in a very meaningful way.

Here are 4 must do’s to elicit honest employee feedback.

1. Make Them Comfortable With The Process
Most employees crave feedback and are interested to provide feedback when needed. But often times, they are not sure how to give feedback, worried about giving it or think they think they are not qualified enough to give it. The fact of the matter is, they are intimidated by a process they know very little about.

So start out small and give them feedback surveys which can be filled in about five minutes. Make them comfortable with the process of giving feedback and gradually amp up the amount or level of feedback you would like from them.

2. Ensure Anonymity
This is another factor that affects the accuracy of feedback. No employee wants to complain about and criticize their boss because of the fear of being pulled up later for it.

So if anonymity results in more authentic feedback from your employees, then find a way to ensure feedback anonymity.

3. Ask Insightful Questions ( In Case of A Feedback Form
The success of a feedback process also depends on the types of questions that are asked in a feedback form. You should include both open ended and close ended questions so the quality of feedback increases. Open ended questions will allow employees to use their own judgement, while close-ended questions allow employees to utilize concrete facts to illustrate their own feedback.

4. Follow Up
After employees give feedback or receive feedback, that feedback needs to be followed up. Feedback is not a one time thing. It is a continuous process and in order for it to take effect, it has to be continuous.

When feedback is followed up, be it with more feedback or suggestions, employees feel valued and motivated.

Do you think there is more that you can add do the list? Leave your suggestions.

Check out my related post: How to give constructive feedback?


Interesting reads:

https://www.macorva.com/blog/9-ways-to-elicit-useful-feedback-with-employee-surveys

https://www.forbes.com/sites/forbescoachescouncil/2017/10/17/want-honest-feedback-from-employees-16-strategies-to-try/#3702cc1229ac

https://www.themuse.com/advice/5-smarter-ways-to-get-feedback-from-employees-that-dont-involve-a-heated-exit-interview

https://www.15five.com/blog/employee-feedback-questions-ebook/

https://engagedly.com/4-must-dos-when-eliciting-employee-feedback/

https://fosteringexcellence.org/eliciting-employee-feedback

3 thoughts on “How to get employee feedback?

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s