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Feedback is an essential part of business. Organizations solicit feedback from customers all the time, so it makes sense that they would also solicit employee feedback. Human resources is often involved in gathering employee feedback, but managers play a significant role as well.
Managers already have a full-plate of responsibilities. It’s possible they might push back on the task of gathering feedback saying, “I don’t have time for extra meetings to gather employee feedback.” Truth is…managers have several opportunities to solicit employee feedback in the activities they already do. Here are seven examples of regular activities that managers already do that they can use to get employee feedback:
- Onboarding: Managers are responsible for helping new hires get set up for success. They should use onboarding time to ask new hires their perceptions of the organization and the things that the manager can do to help the employee be successful. A question managers might want to ask is “What’s one thing your last employer did that you’d like to see here?”.
- Training: Many organizations are using training sessions to build camaraderie and recognize employees. Managers can set aside some time during training to engage in a group conversation. Or they can take the group out after training for some celebration and have a little work discussion. One question managers can pose to the group is “What can the company do to make sure training sticks?”.
- Department Meetings: Don’t forget that the department’s regular staff meeting can be a valuable source of employee feedback. And typically, the meetings are held on a regular basis, so no extra scheduling is necessary. Managers can ask the team what they would think about a new goal or a change in policy.
- Performance Reviews: Regardless of your company’s opinions of the annual performance review, at some point, managers and employees have to discuss performance. Managers can use this discussion to solicit feedback about their own performance. A common question to include might be “Name one thing I can do to help you achieve your goals.”.
- One-on-One Meetings: Regardless of whether your organization has formal one-on-one meetings, the concept of regular meetings with an employee happens everywhere. Managers can use the meeting as an opportunity to ask employees about their goals and career aspirations. A stay interview question might be valuable like “Tell me one thing you like about working here.”.
- Surveys: Yes, there are the traditional employee engagement surveys managed through human resources, but today’s technology allows organizations incredible flexibility when it comes to surveys. Managers can send out pulse surveys, a simple one-question survey that provides fast feedback.
- Offboarding: Just as managers help employees enter the organization successfully, they do the same when an employee decides to leave. Many companies conduct exit interviews, giving employees the opportunity to discuss their employment experience. Managers can spend time with the employee as well asking them the reasons they left and possibly if they would consider returning in the future.
Managers are right – they do have a lot on their plate. But, since they have so many interactions with employees, they also have more opportunities to ask for feedback. Even if it’s just one question. The information they could receive would be incredibly valuable for the manager and the organization.
Image captured by Sharlyn Lauby after speaking at the SHRM Annual Conference in Las Vegas, NV
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