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Great leadership and employee engagement: Four must-have strategies to build feedback channels in your organization
Communication is key, especially when it comes to giving feedback. Talking at people isn't as effective as taking the time to build a structure for relationships.
Understanding is a must, especially when it comes to building trust and engagement. Do your employees know what they need to do to be successful? Giving them adequate resources is a crucial part in ensuring top quality results from them. The article gives a good question to ask yourself:
“What is the most important thing these employees want to know, what is the best way to encourage dialogue and how would they be most comfortable sharing input?”
After taking the employees into consideration, think of good ways to get them to share their ideas. This will be an opening for formal[printed] and informal[a quick convo] feedback. The feedback should be respected by both parties, and should be responded to in a timely manner. This makes it so that the employee feels valued. After exchanging feedback, you should continue regularly sharing ideas. Communication is best when its two-way.
Great scoop Claudia. The only thing I would add to the article is that the supervisor should ensure to request additional feedback from her/his direct reports, in addition to getting feedback from established organiazation channels like suggestion boxes, etc.
The reason this is so important is becuase direct report have great specific insight that can help the supervisor learn even more from the feedback.
Frrom the article:
Act on feedback – Highly engaged employees are enthused about their organization and believe they can positively influence its success. Acting on employee feedback and highlighting the impact employees make is a strong engagement builder. Be sure that all employees know how their colleagues’ suggestions or ideas are being implemented.
Regularly sharing results and requesting additional feedback creates predictable, consistent two-way communication that encourages employees to take ownership and understand their ideas are valued by the organization.
What strategies would you add?
What is trust to you?
Excellent points...we've said it again and again, trust is the foundation of any great relationship both personal and professional!
The article has some excellent points including the following:
Fragile—One careless act can instantaneously destroy trust that has taken years to develop, especially when the breach of trust involves a personal character failure.
From the article : "Leadership is about influencing others, and if people don’t trust you, you won’t be able to influence them. Leadership and trust go hand in hand. You can’t have one without the other".