We hear so much about the importance of a highly functioning feedback culture, and I am pretty sure I don't need to walk you through its benefits. However, recent data on employee feedback reveals strong correlations between feedback quality, engagement, and retention. Let's have a look at it.
65% of employees express a need for more frequent feedback
39% feeling undervalued in their positions, affecting their satisfaction and performance.
92% of employees believe that constructive feedback improves their performance.
Organizations that provide regular, timely feedback experience a 14.9% reduction in turnover rates.
43% of highly engaged employees receive feedback on a weekly basis.
Looking at the numbers, there are a lot of space for improvement, but the first place to start is looking at where you are now.
I created a list of behaviours that highly functioning Feedback Cultures flex, and would like to invite you reflect (or observe starting from today) on how those behaviours manifest in your environment.
Having a 🤩 Feedback Culture means:
Individuals share honest and direct feedback, even when the conversation feels uncomfortable. They understand that growth comes from facing challenges head-on.
Feedback is always specific and detailed, pointing to exact situations or behaviors. Instead of saying "you need to be more proactive," people give concrete examples of what being proactive looks like.
After receiving feedback, people collaborate to create clear, actionable steps for improvement.
The feedback culture encourages communication in every direction - managers give feedback to their teams, team members provide feedback to their managers, and peers exchange feedback regularly.
Rather than waiting for scheduled reviews, people share observations and insights when they're fresh and relevant. This real-time approach makes feedback more impactful and actionable.
Appreciation and recognition are given generously but thoughtfully. People take time to highlight specific achievements and explain why they matter.
Performance expectations and goals are crystal clear to everyone. When feedback is given, it directly ties back to the set standards and goals.
Everyone remains aware of potential biases in their feedback - whether it's focusing too much on recent events or letting personal relationships cloud judgment.
Regular check-ins happen after feedback sessions to monitor progress and provide support. These follow-ups show commitment to long-term growth.
People approach feedback conversations with curiosity and openness. They ask clarifying questions, take time to process information, and respond thoughtfully rather than defensively.
I know it's a bit of a list, but if all those behaviours are present - congratulations! You have an awesome working environment, but I am sure you can feel it yourself! 😎
However, if you see areas for improvement - get in touch and let's explore how I can help you create a feedback culture that you can be proud of! ✨
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