Insights

As a company, you must build trust with employees and just paying employees is not enough to build trust.  After working in some toxic work environments, being fired for being the newest employee, and being harassed by the highest performing employee, I know employees come in with bad employee morale residue from previous jobs.  So, employers need to proactively do their part in helping their employees to heal from Work-Hurt, yes, I said it Work-Hurt.  It’s going to take more than pizza or food parties, yoga and massages and more PTO that they can’t use.  It’s going to take some consistent effort for you as an employer.

So here are 5 Ways to Get Employee Feedback.

1. Employee Recognition

Recognizing employees for what they do is the #1 way to get employee feedback.  When you recognize the great things employees do for the company, it creates great employee morale and great company culture.

2. Employee Appreciation

Appreciation is recognizing employees for who they are as a person, highlighting great character values and how those values contribute to their job.  Usually, those values are closely aligned with the company's values.  Examples would be having integrity, trustworthiness, collaborative.

3. Employee Development

Employee training and coaching are crucial to Employee Feedback.  When a company spends money on the development of its employees for advancement, it helps with feedback because your employees see you care.

4. Employee Autonomy

Autonomy in the workplace motivates employees and increases engagement.  It helps employees take ownership of their work and own their process.  This method creates leaders in departments.  This is the opposite of micromanagement, which Decreases employee morale and productivity.

5. Employee Involvement

When changes affect their work, employees should be sought out to talk about the potential effects before implementation.  Remember, employees are your internal customers, and they have an interest in the impact changes will have on their job.

So, what are you doing to encourage employee feedback?  Other than, asking for it in an exit interview, which is the worst thing you can do.

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