Your top performers crib of getting little of it; Others feel the same;
Most managers think they are in control and give enough of the key employee engagement factor called Feedback!
- 14.9% lower turnover rates in companies that implement regular employee feedback.
- 2X as likely to be actively disengaged if employees are ignored by their manager.
- 4 out of 10 (40%) workers are actively disengaged when they get little or no feedback.
- 43% of highly engaged employees receive feedback at least once a week compared to only 18% of employees with low engagement.
- 65% of employees said they wanted more feedback.
Organizations makes giving feedback a checklist activity that do not take the human aspects of giving, receiving & tracking feedback on a continuous basis!
- 58% of managers think they give enough.
- Small to medium organizations do not have feedback as a process.
- Organizations make training plans without factoring organization wide feedback.
- Managers and employees don’t value the feedback and usually consider it a one way street; a stick used to improve appraisal acceptance.
- Personality attributes of the giver and the taker are big factors in the feedback process.
Most organizations have a culture where feedback process is diluted or not leveraged as an instrument of employee engagement.
- Don’t rely on data.
- Often tied to salary.
- Too formal.
- Past issues in focus.
- Lack trust.
- Employee don’t value feedback.
- The manager fits feedback to appraisal.
- Managers seldom get feedback.
- Research shows that the frequency of feedback is an important element.
- A Harvard study found that students’ success was not correlated with size of the class, but on frequency of feedback from their teachers.
- Feedback needs to be informal, frequent, and done authentically with an employee’s best interests in mind.
- Mangers should seek periodic feedback to overcome blind spots and improve trust.