There are multinational companies and marketplaces providing exceptional services and have millions of subscribers all over the world. The traditional way of outgrowing the business has shifted from conducting just operations to considering the employee feedback. Say company X, who is one among such companies, is known for its high-quality digital content and unstinting focus on user experiences.
Company X is globally known for its employee culture – a culture that values people over process and trusts employees to make the best possible decisions for themselves and for X.
But what is not very well-known about X is that its culture is “feedback-focused”, meaning the firm values positive and constructive feedback to and from employees. It also encourages all employees to share honest, productive, and constructive feedback with colleagues at any level and at any time. Unlike many other companies, X understands that feedback from employees is the key to developing strong professional relationships with them and that the company’s success depends on the strength and longevity of these relationships.
High-performance organizations like X and Ergode have a communicative culture and make an effort to create a loyal, transparent, and trust-based community where people support each other and the organization. And employee feedback is a crucial driver of loyalty, transparency, and trust in this company. They value open, honest, and continuous feedback from employees because it creates numerous benefits for the organization. Let’s explore these benefits in detail.
Identify Areas of Improvement and Resolve Issues Early
Team managers and department heads are often in the dark about issues that may be affecting the organization or could affect it in the future because they are somewhat distant from on-the-floor realities. In contrast, employees are among the first to identify workplace issues because they have an inside perspective on what’s working well and what’s not. Gathering regular employee feedback is a great way to take the pulse of the organization and understand what’s really going on in the trenches.
- Is a process or procedure broken or inefficient?
- Is our learning and development program outdated?
- Could we improve team efficiency by automating some manual tasks?
Asking employees for feedback around these and other areas can help company leaders to detect and resolve issues that may be affecting employee morale, engagement, and performance, along with the firm’s productivity, profitability, and competitiveness. Identifying them and acting on them early can help to prevent larger issues down the line. And for this, honest and clear employee feedback is vital.
Understand Employee Wellbeing and Engagement
In one recent employee survey, 26% of respondents said that their organization doesn’t care about their mental health. And according to a 2022 Gallup report, only 33% of employees are thriving in their overall well-being and only 21% are engaged at work. Disengagement is common among workers who don’t think that their work is meaningful and in companies that don’t prioritize workers’ wellbeing.
Asking employees for feedback about their own wellbeing and engagement levels enables organizations to identify and address issues in these areas. Honest feedback allows companies to revisit and improve their employee health and well-being policies, particularly around work-life balance and mental health. Encouraging team members to voice their opinions can have a positive impact on their stress levels. Moreover, employees who work for companies and managers that are willing to listen to their work-related problems are 62% less likely to be burned out. Less burnout means higher engagement, improved productivity, and improved workforce morale and motivation.
Improve Management and Team Performance
Companies that proactively solicit employee feedback foster an atmosphere of openness and trust. Ergode is proud to be one such company. Here all perspectives and ideas are welcomed and valued. Open lines of communication enable managers to identify their own blind spots and areas of improvement. This can be hard to do in highly dynamic companies that focus mainly on getting stuff done, leaving little time for introspection. It can also be difficult for managers to do honest self-evaluations if all their mental resources are tied up in constantly putting out fires.
Mitigate the Impact of a Crisis
Disruptions and crises are part and parcel of organizational life. But many companies don’t realize that asking employees for feedback during a crisis is a powerful way to mitigate its impact. If anything, many believe this is a time to double down and focus on the essentials to ensure the company’s survival. Asking employees for feedback is not considered one of these essentials. Such a belief can end up exacerbating the crisis and causing long-term damage to the company.
When a crisis hits, employees want to understand how it may affect them now and in future. They also want to tell their managers how they are faring, what they are feeling, and what they are worried about. In companies that don’t try to understand these aspects, the crisis can have a more negative impact. When leaders don’t know what their people are thinking, they don’t know how to ease their fears and concerns, which only makes these fears and concerns even worse. On the other hand, gathering employee feedback during a difficult time sends employees a positive message: that the company wants to know how they are doing, is willing to address their needs and concerns, and would appreciate their support to get past the situation.
Conclusion
In conclusion, fostering a culture of open communication and constructive feedback can lead to a happier and more productive workplace. By actively seeking out and valuing the opinions of your employees, you can create a more engaged and motivated team, and ultimately achieve greater success for your company. So don’t hesitate to encourage your employees to speak up and share their thoughts – the benefits are truly invaluable.
