Trust: The Foundation of Employee Feedback
Companies and organisations hardly ask for feedback from their employees. It may be because they have the time to go through it or probably they just don't want the employees to have a say! Feedback doesn't take much time. Taking feedback from employees is very important to see where the company or organization stands. Are the employees satisfied with the organization? What improvements are needed? Feedback gives an insight of the organization which the employers or bosses themselves are not aware of. It is an eye opener. Employees can also resolve their grievances through feedbacks. Feedback doesn't only mean criticism or something negative. There are positive sides to it too. It reinforces the organization and its employees. When an organization asks for feedback from its employees, it creates a strong bond, an understanding and trust. It creates a balance. Moreover, it encourages the employees to do their best. When an organization asks for feedback, it says something more:
• Employees are valuable - employees are the backbone of every organization and company. They are seen as assets because they contribute their sweat, hard work and blood to the organization. Employees are made part of meaningful discussions and meetings. It gives them a morale boost.
• The organization cares - many times, employees feel that they are just mere workers. They feel that the organization doesn't care for them and doesn't caring for their needs and wants. Through feedbacks, this kind of thinking ends.
• Genuine - the organization trying to see itself through the eyes of the employees; where they are lacking, and where improvements and development are required.
• Trust building - many employees feel insecure. They are always on their toes because they feel that they would be fired anytime! Feedbacks build a level of trust between the employee and the employer. It makes the employees feel secure. They are able to raise their grievances freely.
• Give and take - if organizations expect the best from their employees, the employees expect the same in terms of profit sharing. They want annual increments, provident funds, insurance, loan schemes and holiday discounts, etc.
Every organization and company should have a particular department which handles the feedbacks. Usually, the human resources department looks into it, but they are not able to do justice to it because they already have too much work. The feedbacks department can relay what the employees have to say to the employers and vice versa. They can also address the grievances. Apart from getting feedback, it's important to go through each and every one of them. The quicker it's resolved, the better. Before asking for feedbacks the employers should be ready for the good and the bad. They shouldn't pick on employees who criticized or said anything negative about the organization. The employers should be open-minded. They should be ready to restructure and bring about the needed growth in the organization. Employees should keep in mind that feedback shouldn't be collected and stored in a box. They should look into it and resolve it on time. The employers should make sure that the comments should be looked and resolved within a week. If they take more time, it shows that they are not interested in what the employees what to say. The managers or seniors should hold a meeting with the employees. There should be free flow of information. The employees should be assured that the matter would be taken care of. The seniors should encourage and motivate the employees through praises, certificates, gift vouchers and coupons. It will make them feel special and part of the family. The employers should also provide feedback to each and every employee. It will, in turn, boost their performance and results as a whole. Employers should do so in a positive manner. No employee should be targeted and discouraged as it will have an adverse impact on the organization. Apart from meetings, the employers can have one-on-one meetings with the employees to address their individual grievances. Employers and employees should work as partners. There should be open communication and exchange of information and ideas. Both parties should feel secure and valuable. Employees should be highly regarded since they do all the work. The profits which organizations enjoy and highlight are all because of the employees' hard work. Employees should not be let down. They should be given the space to improve and develop new skills. There should be on-going training and workshops for them. Employees are valuable.