Employee Feedback

Improve performance, increase engagement and encourage ownership

Continuous Improvement

Deliver two-way feedback, wherever you are

Having regular employee feedback contributes towards employee engagement and increases productivity and retention. Continuous feedback should be a core mechanism of any successful business to retain employee satisfaction and job satisfaction amongst your team.

Our performance management system is designed to assist with delivering employee feedback, whilst still keeping employee engagement in mind. The software offers real-time employee feedback for regular one-to-onesappraisals or employee reviews.

Making feedback effective

Before providing employee feedback, it’s important to structure the feedback in a way that is confidently understood, with ways to transform the feedback into action. Some key principles to keep your feedback constructive and effective is to make expectations realistic and achievable for the employee, ensuring that the feedback can achieve a successful and specific outcome.

Healthy company culture should be built upon honesty and openness, as holding people to a level of transparency can have a number of benefits. Being transparent with your employees is a way of openly sharing criticism – while difficult for some employees to adjust to – this improves communication and subsequently, your company’s performance.

Ongoing feedback

Sometimes it can be difficult to keep the feedback positive, so ensuring that the feedback feels like a two-way conversation rather than a lecture is critical in retaining your employees. This can be done by expressing any feedback as a perspective and delivering it with respect.

Sharing continuous feedback on a regular basis means that you can provide regular checkpoints with your employee to keep on top of their targets and how they can put their feedback into action.

Employment engagement strategy

Improve recognition, awareness and communication

Some of the most successful organisations use an employee engagement strategy to create a prepared approach to discussing feedback. Feedback should become a norm and should be varied with constructive and complimentary feedback, rather than advising your team on how they can improve their performance.

An engagement strategy should be a core component of your company, in order to remain successful. Many employers have found their engagement strategy tends to work around team work, recognition, awareness and communication. Praising efforts from your employees is the best way to build determination.

Rather than offering employee feedback in reviews, offering regular feedback on a day-to-day basis is proven to be more effective and leave both employees and managers feeling satisfied. Having regular meetings becomes a great opportunity to discuss potential ideas and innovations that your employees can contribute to the company.

Potential challenges

Some HR managers and leaders face a variety of challenges that can sometimes cause restrictions in their feedback being reliable, constructive and effective.

Leaders need a single source of truth, rather than trying to piece together data from disconnected siloed systems.

With remote or distributed teams, Leaders can lack oversight making key business decisions difficult without the support data.

Whether it’s a fear of speaking out, poorly-defined company culture or failure to maintain continuous one-to-one performance feedback check-ins, these potential challenges can drastically reduce the effectiveness of offering constructive and realistic feedback.

Two-way feedback

When performance management tools are limited, offering constructive feedback can be ineffective. Logging, updating and tracking your employee feedback is essential in scheduling regular feedback sessions and getting the most out of your one-to-ones. Where companies have a large workforce spread over different departments or even remote workers, having the lack of performance management tools can result in unnecessary paperwork.