5 Constructive Ways of Handling Employee Feedback
Company leaders all need to hear employee feedback from time to time. It’s essential for keeping morale and productivity high. It can also be somewhat difficult to handle constructively if you aren’t used to receiving it. Feedback is indispensable, but so is handling it in a tactful way and using it to help your business thrive. Here are five ways you can handle feedback from your employees.
1. Keep Your Focus
It’s easy to get overwhelmed by feedback when you start getting answers to the questions you ask. Maybe it seems like there are more negative answers than you thought there would be. This is when you need to stay focused. Look for recurrent themes and major issues that you feel need immediate attention. Trying to respond to every bit of negative feedback
may end up spreading you too thin.
2. Clarify Your Employee Feedback
Some of the feedback you receive may be quite detailed and helpful. Some of it may be more vague, even if there’s a strong feeling behind it. For instance, what does “good communication” mean to you? Your definition might not match your employee’s definition. If there are ambiguous comments or offerings, then ask for clarification. You don’t want to start down a path using only vague feedback as guideposts.
3. Stay Transparent
If you send out a survey, your employees will most likely want to see the results from the different departments. Don’t try to hide poor results. Be open and transparent about what responses were like. You don’t need to divulge individual comments, but you shouldn’t bury the results. If the feedback was great, you would share that with your employees, right? Maintain that same transparency
no matter what the results.
4. Set Goals For Change
Plenty of negative feedback should have you thinking about change. However, good feedback can present you with ways to grow, as well. Whatever your results, you shouldn’t ignore your feedback. Now probably isn’t the time to be wildly reactive, and start changing all your policies and processes. But it is a good time to take a look at what you’re doing and why. If you think it’s time for a change
, then set goals that will get you there gradually.
5. Remember That It’s All For The Best
This is an important takeaway. Your employees want to work in a great environment. They want to feel that their job is making a difference in some aspect. For the most part, their feedback is going to reflect that. It’s not personal, it’s business. Keep that in mind as you receive your employees’ feedback. If you’re worried about the employee feedback that you’re going to get, that’s a sign things aren’t right. Go into the process with an open mind and a desire to really find out what your employees think. You might even be pleasantly surprised. Looking for a way to turn those insights into actions moving forward? Then it’s time for you to check out Pop In Now, a groundbreaking business leadership tool. Try it today
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