Employee recognition is one of the things that is still often overlooked, even by executives. However, the main reason people switch jobs is that they don't feel appreciated enough. And that, of course, is not what you want. These shocking facts prove how great the need for feedback is. Want to know how you can respond to these facts? Then be sure to read on below the infographic:
1. Feedback from managers
72% of employees think their performance would improve significantly if their managers provided critical feedback.
Despite many managers fearing their employees will leave their jobs, they often still do too little to try to retain them. And despite employees expressing from all sides that they want to receive more feedback, many managers don't seem to heed this. The reason is that many managers often have difficulty giving (critical) feedback. They are afraid that employees will become discouraged and therefore prefer to leave it out. This is because feedback in the past has always been fraught with emotions such as fear and fight-or-flight behavior. So our advice is to first create a safe and trusted culture where everyone is aware of the benefits of feedback. Is this culture in place? Then it will be a lot easier for everyone to give and receive feedback.
2. We are still not getting enough feedback
19% of employees say they receive regular feedback.
Despite we have such a great need for feedback, it is still given far too infrequently. Only 19% of Millennials say they get regular feedback. In many organizations, you only get feedback once(!) a year, during your performance review . But how often should you give/receive feedback? The answer: regularly. And whether that is every week or every month, that varies per employee. It is up to the manager and colleagues to understand which employee needs feedback and when.
At Treams, we ask each other for feedback at least 4 times a year to close the quarter and prepare for the next quarter. We do this using our feedback tool. We also send quick feedback requests in between, for example with one question, or give each other a compliment. We also have a 1-on-1 meeting with our manager every two weeks to discuss how things are going and what could be improved.
3. It starts with asking for feedback
15% of employees regularly ask for feedback
We can shout loudly that we think feedback is important, but if we don't ask for feedback ourselves, the other person is not likely to give feedback either. In fact, it all starts with asking for feedback. In fact, giving feedback is scary. This is because we want to belong somewhere and want to do well for others. As soon as people tell us what we are not doing right, we resist and get angry. The fear of giving feedback can be very easily removed by focusing on asking, rather than giving feedback. When you ask for feedback you open yourself up to the other person's (honest) opinion.
4. Critical feedback is the fuel for improvement!
57% of employees prefer critical feedback
Giving compliments is a lot easier than giving feedback. We can really tell what the other person is doing right. Yet the majority prefer critical feedback. If you only give praise, it will not help the other person in his/her development. There is always something to improve. In general, employees want to make progress. In doing so, it helps to get feedback on areas of improvement. Of course, that doesn't mean you should never give compliments again, certainly not! But critical feedback makes the recipient know what he/she can do even better.
5. Work harder and more productively through feedback
79% of employees say that by receiving feedback regularly, they will work harder as well as more productively.
Honest feedback focused on development can improve employee performance, reduce stress and increase productivity. In fact, it appears that companies in which no feedback is given decline in productivity twice as fast as those in which regular feedback is given. In organizations with a feedback culture, there is a safe and trusting atmosphere, which makes room for honest conversations. Employees can enter the conversation without feeling they have to defend themselves. This positive atmosphere makes for better performance and fewer miscommunications or disagreements, and so employees will be more productive. In addition, you can respond much faster to innovations and actively help each other to become a little better together every day.
6. Employees who receive regular recognition are less likely to quit their jobs
When conversations between the manager and employee improve and more feedback is given/requested, every contact moment is turned into an opportunity to grow, develop and learn. The opportunity to develop creates more job happiness and therefore ultimately more retention within the organization. In addition, employees gain a greater sense of autonomy and control when they are allowed to take charge of soliciting feedback. Finally, it gets boring quickly when you don't know if the work you are doing is good or not good. When we don't get recognition, we are more likely to look for something else.
7. Employees whose organization uses tools for feedback feel more valued.
Using an online feedback tool , you can ask for and give feedback at any time of the day, anywhere. Because all feedback is collected in one overview, you can easily review it at a later time. In addition, you can send one feedback request to several people with the click of a button ( 360 degree feedback ).