{"id":113629,"date":"2021-05-05T20:39:21","date_gmt":"2021-05-05T20:39:21","guid":{"rendered":"https:\/\/fin2me.com\/?p=113629"},"modified":"2021-05-05T20:39:21","modified_gmt":"2021-05-05T20:39:21","slug":"top-workplaces-2021-good-leaders-value-employee-feedback","status":"publish","type":"post","link":"https:\/\/fin2me.com\/business\/top-workplaces-2021-good-leaders-value-employee-feedback\/","title":{"rendered":"Top Workplaces 2021: Good leaders value employee feedback"},"content":{"rendered":"

We\u2019ve learned through the pandemic that listening to employees is even more important in a time of great stress than in normal times.<\/p>\n

If you think you have a great workplace, or aspire to be a great workplace, then assessing how you are doing during a challenge is going to be more insightful than when things are fine.<\/p>\n

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So when is the best time to solicit employee feedback? Company leaders should ask themselves — and their leadership team — two questions:<\/p>\n

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  1. Do you care what your employees think?<\/li>\n
  2. Does it matter what your employees think?<\/li>\n<\/ol>\n

    The first is a heart question, and the second is a head question. How leaders answer these two critical questions will determine if and when to\u00a0ask employees for feedback. Don\u2019t do it if the leadership team isn\u2019t ready to take on that feedback.<\/p>\n

    Negative feedback is part of the human condition. Some entrenched negative folks are going to provide that feedback. They\u2019re going to see any challenge as an opportunity to turn up the volume. Leaders need to parse through the employee feedback, particularly around unstructured comment feedback. Pick from that what is\u00a0constructive\u00a0negative feedback.<\/p>\n

    Also, choose inspiring positive or constructive positive feedback. Then use it to make informed people decisions that factor into strategy. The negative feedback is always going to be there. Choose whether you ignore it or look at it in the proper context.<\/p>\n

    How do you communicate around the feedback you receive?<\/p>\n

    First, it is important to share the context. Share the areas where your organization scores highest, and also share where you have the greatest opportunities and challenges.<\/p>\n

    Second, it\u2019s really good practice to pick a representative positive comment (or two) that channel the positive energy in the organization and then share it verbatim. Offer one action you\u2019re going to take as a result of that feedback. Choose an action that has company\u2011wide benefits.<\/p>\n

    Here are some examples of mission-critical insights you can gain from employee feedback:<\/p>\n