The act of getting feedback can be challenging. It is necessary for without it you’ll be unable to know if you’re working at optimum or even meeting targets. Collecting data from employees can also be an issue especially if the office culture is one where feedback stays in the complaint box and never addressed. If you’re a manager looking to collect feedback, here are ways to change the approach for a more effective outcome.
Anonymous feedback
Not everyone works in an ideal office environment where one can, at a scheduled time, give their supervisor feedback. Having a system that allows for feedback to be sent anonymously is perhaps the best place to begin when trying to foster trust between management and employees. That could be through apps such as Work Logic that does not collect personal data. Using this approach an employee will feel safe that they won’t be victimized for speaking out.
Tip: A manager should take the feedback they get for this system and gauge the atmosphere. If anything comes in, ensure to investigate and enact genuine changes to show the employees that their concerns are being taken seriously.
Be inclusive in decision making
Decisions made affect everyone in the company. It only, therefore, makes sense to include the very people it’ll impact. Encourage idea sharing as it will help point out areas where things could be better. If the personal injury lawyer car accident provided for the company is not effective, asking idea on what the drivers need would aid in determining what their priorities are. That means when making a switch; you incorporate what the need and not what you think is right. Even if the idea is not plausible, create a reward system that, despite not getting their way, the still will contribute ideas in the future.
Skip-level meetings
In a large organization, information can get lost as it makes its way up the ladder. Therefore, if you’re overseeing a team of managers, opt to have meetings with their staff instead. That is especially encouraged if you’re out of touch with the workforce and decisions being made are unpopular or are not bringing about the desired impact. It’s even better if a CEO does this; they can see the people behind the reporting they’ve received and maintained a human element in their undertaking.
Conclusion
There are other ways to collect feedback, but they are in vain if the purpose is to appear to be listening and not making changes. If you’ve noted a decrease in performance and other issues, it is perhaps time to start listening to your staff.
