How to Speed Up Your Feedback Cycle Before You Lose Employees

How to Speed Up Your Feedback Cycle Before You Lose Employees
From Recruiter - August 17, 2016

Each one of your employees has probably tweeted about something,written an online review, or engaged with a business in some way. Theyre already telling otherorganizationswhat they think. But are they telling you?

Probably not, and the reason why is that mostemployee feedback systems are antiquated, slow-moving, and not focused on the core tenets of how new technologies and systems become adopted by large user bases.

Despite how frequently we communicate,share, and break down walls that existed for generations today, employers have been slow to adapt. Companies ignore these trends at their own peril.

Their feedback processes are outdated and slow. Whereas consumers give feedback daily, most employers only ask employees what they think every 12 monthssometimes even less often. Only 4 percent of companies have continuous feedback relationships set up with their employees. Then, once the feedback comes in, it takes months to process and integrate new ideas into the system.

Its no wonder employee engagement and trust are at all-time lows. Heres what we can do to get and stay in sync with our employees:

1. Increase the Frequency of Feedback Cycles

Real-time feedback between consumers and brands occurs every day, but whens the last time you felt your company was communicating in real-time with your employees?

Unless you work at a very forward-thinking organization, chances are its fairly rare. We need to move our external methods of doing business (how we deal with customers and customer acquisition) into our internal methods (how we deal with our own people). That will require embracing faster authentic employee feedback cycles and a more agile set of supporting tools.

2. Start and Maintain an Ongoing Dialogue

Oftentimes, companies faced with engagement or morale concerns will hire a consultancy, create an employee survey, analyze the results, present the results in an all-hands meeting, and then follow through on the results. From start to finish, that process can take almost a full calendar year, and the follow-through phase is rarely clear at the employee level.

Thats not actually how the human brain works or processes events. Real-time feedback is necessary and can be achieved through a new category of employee feedback tools.


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