The culture of feedback

According to a study conducted by the Management Observatory of OasYs Mobilisation, 87% of managers believe that they guide their employees correctly in their work. However, 53% of the employees surveyed admit that they don't get any feedback to progress. Knowing how to give and receive feedback is a delicate exercise because it is more than a simple action, it is a real art that must be mastered in order to reach the objectives fixés🎨.

Who can do it? When and how to do it? Why do it? These are all questions we will answer to make you a feedback pro 😉.

What is feedback 🤔?

Feedback is the action of giving feedback to the other person on a past action, and applies to both personal and professional relationships. Whether it is positive or negative, the purpose of feedback is to allow the receiver to build himself if it is structured and done with kindness.

Moreover, internal feedback allows to increase the company's performance, but for this, two types of feedback should be favoured :

1️ Top-down feedback (from HR and managers to employees) :

This tool gives employees the keys to progress and is a form of recognition for their work. In fact, its managers come back to the strengths and weaknesses of its productions. They can then increase their skills, improve their performance and take responsibility within the company 🤝.

2️ Upward feedback (from employees to HR and managers):

By collecting the opinions of its employees, HR and managers can evaluate the quality of their processes and note the difference, if any, between the desired results and the reality. In addition, giving employees a voice and taking action based on their feedback increases their commitment 📈.

More than a managerial practice...☝️

Feedback is one of the 4 fundamental pillars of a manager's relationship with employees (the others being goal setting, recognition and skill development). To carry out this mission, here are some tools that allow you to collect feedback:

The rating system (from employee to company) with stars or numbers is a method generally used to rate a product or service. It is the perfect method to collect a large amount of feedback but this lack of precision can hinder more than un⭐️.

The surprise report (from employee to company) is a more comprehensive tool that allows the company to collect the impressions of employees a few weeks after their arrival. This document allows the company to evaluate the quality of its integration process and management, and to change, if necessary, the methods used until now 📝.

Click here to download our sample surprise report.

The (annual) evaluation interviews (from the company to the employee) is a moment during which the employer analyzes information on the performance of the various employees, identifies the strengths and weaknesses of each one and gives suggestions for improvement 🚀.

Download our evaluation report template by clicking here.

Feedback is an undeniably useful tool for employees, managers and HR. However, the question is how often to establish these "official" points 🤔. In fact, many companies have established the famous weekly or monthly points to monitor performance. There is a basic trend towards continuous feedback to feed into the assessment interviews 👍.

...a corporate culture to be established 😉.

The integration of a new employee is the ideal time to establish a feedback ritual with him/her. The first month is essential ❗️Il enters a new environment, looks for himself and takes his bearings. It is therefore advisable to accompany him/her during this transition so that he/she feels free to share his/her feelings with you 🤩.

I advise you to make regular check-ups with the employee, listen to his remarks and take them into account. Also, don't be embarrassed to share your feedback with him/her. Thanks to this climate of trust, anonymous feedback will not be the only option 👌.

In summary

It is essential to move from a managerial practice to a true corporate culture that encourages exchanges of all kinds. This culture is not easy to implement because both parties must be willing to receive feedback. However, if the feedback is given in a friendly manner and on key points of improvement or failure of the employee, it can be a real factor of success for the company 💪.

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