![]() ![]() To support these claims, we’ve carefully selected useful employee feedback statistics for you to reflect upon:Ĩ5% of employees are said to take more initiative when they receive feedback in their workplace (73% of them also stated they believe they’re better collaborators, while 48% claimed they care more about their work than they did initially) Ĩ9% of HR leaders agree that providing regular feedback and check-ins are key for successful outcomes ĩ2% of respondents agreed that negative redirecting feedback (or as we want to call it - constructive feedback), when delivered in an appropriate manner, is effective at improving employee performance Ħ0% of employees said they wanted feedback on a daily or weekly basis Ĩ0% of employees want to receive feedback at the moment rather than getting aggregated feedback for an annual or bi-annual review īusinesses that tend to give feedback to their employees have turnover rates that are 14.9% lower than for employees at businesses that didn’t get feedback Ħ8% of employees who get accurate and consistent feedback feel fulfilled in their jobs Ĥ3% of highly engaged employees get feedback at least once a week HR leaders, employers, and employees themselves tend to understand the importance that comes with each feedback and the implications that feedback has not only for the overall business, but for the well-being of all parties involved, too. Employee Feedback Statisticsīy now, you know that providing employee feedback and speaking up when it’s necessary to do so matters, and this isn’t just a random fact. And before we move on to the actual employee feedback examples (because that’s why you’re here, right?), we’ll briefly go through some useful stats to empower you further. And it’s challenging for the person on the receiving end, too!Īnd while it could be tempting to pull away, and abandon the employee feedback ship, it’s better to be fully aware of all the benefits that come with providing ongoing employee feedback. However, giving constructive feedback is much harder to plan and execute. That said, giving praise and providing positive employee feedback come easily because, let’s face it - everyone appreciates positive reinforcement. It’s about allowing for a discussion to arise so that certain problematic behaviors are detected, and, later on, solved successfully. Namely, the purpose behind constructive criticism isn’t to humiliate employees, accentuate their flaws, or hurt their feelings. ![]() Put simply, we think that the adjective “negative” has a very bleak connotation, and it sounds as though it’s bad-mannered. And both matter because both help reinforce positive behavior, detect problematic decisions, enable teams to work more effectively, break bad habits, and so on.Īlso, we prefer to refer to negative feedback as constructive feedback. It’s worth noting that there’s both positive and negative employee feedback, though. Both supervisors and peers may deliver feedback, and when done tactfully, the process can create a stronger, more harmonious workplace. any information exchanged by employees (formally or informally) regarding their performance, skills, or ability to work within a team. This is why we hope that by the end of this article, you’ll not only be able to choose the right effective employee feedback examples for your direct reports and organization during performance reviews or coaching conversations, but you’ll feel empowered to apply them in practice, too. That said, such things are easier said than done. It’s also about listening and providing continuous feedback to your entire team- including good feedback when they do a good job or do hard work, and constructive feedback conversations in areas where they might need improvement. It’s about constructively evaluating their work while aligning it with your company’s goals. This is because many perceive the concept of employee feedback to be challenging and tricky, but even though it can sometimes be difficult to implement, effective feedback is not about criticizing your employees. For many employers and employees, the mention of “employee feedback” seems to trigger some feelings of negativity, discomfort, and anxiety.
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