Have you ever been caught off guard by something an employee says to you about their work or job? Or maybe you thought you knew how your employees felt about various projects or company initiatives. Sometimes the picture isn’t as clear as we think, and that may be due to the fact that we aren’t getting the right feedback from our employees, or perhaps we aren’t getting it at the right time. If you have found this to be the case, consider setting up regular employee feedback loops. It’s simple to get started: 

• Identify employees that you, or your business leaders, would like to have a regular line of feedback from (hint: it’s everyone!).  
• Determine how often you’d like to collect this information from employees. We recommend you start with a monthly schedule and adjust from there. 
• Create a list of items or questions you’ll address in your meetings or conversations that you believe will solicit the feedback you’re looking for. Some items to consider: 
  • Performance 
  • Training opportunity 
  • Employee needs 
  • Company culture 
  • Philanthropy

• Set expectations early and create an atmosphere of transparency and trust. If you don’t already have this, it may take some time, but it’s worth it. Having this atmosphere will ultimately create the best outcome. 
• Finally, make this a two-way street. It’s not called a “loop” for nothing. Feedback should be able to flow both ways. As a business leader, be prepared to share thoughts and ideas and feedback with your employees. 

Feedback loops can take time to develop and fine tune. Once in place, they can open up channels of communication that are incredibly valuable not just for your organization, but for your employees as well. If you’re having trouble getting off the starting block when it comes to employee feedback, The Employer Group can help. Contact us to determine the best approach for your organization and how to get started.