4 reasons to prioritize and facilitate staff feedback

Soliciting and heeding worker ideas shows you value their voice. It’s also a smart way to boost engagement, increase job satisfaction and improve recruiting efforts.

What’s the danger of asking for employee feedback?

Letting it fall into a black hole, for one.

If companies spend time and money gathering information from workers—and workers take time to provide thoughtful feedback—employees will want to know how their responses are being handled. Are their voices truly being heard? Will it make any difference to speak up?

Employee engagement and morale are sure to suffer if leaders fail to act upon or implement staff suggestions and concerns. Letting feedback fall through the cracks is one of the fastest ways to degrade your company culture.

Below are four crucial reasons why execs should address associates’ concerns:

1. It shows you value employee voices. Employees want to be heard. Asking workers to share their opinions is a meaningful expression of respect, and it affirms that their input matters. This two-way communication cultivates a greater sense of trust, appreciation and understanding throughout the company.

2. It shows a willingness to change. Applying employees’ feedback to the organization’s strategy can motivate, inspire and uplift the staff. To increase morale and productivity, listen to your workers’ ideas. That’s how you build company loyalty and boost retention.

3. Feedback sheds light on job satisfaction. If there is a problem that’s consistently raised by employees, it’s probably affecting their job satisfaction. Addressing the issue—or showing that you’re taking meaningful strides to do so—should improve their work experience. Happy employees are more productive and efficient, and they tend to stay longer.

4. Taking staff ideas enhances recruiting. Getting a steady flow of honest feedback can provide a goldmine of insight for savvy leaders. By understanding what people love and what they loathe about their jobs, employers get a better sense about what certain positions entail, and what sorts of personalities would be an ideal fit. That gives you a head start toward attracting—and keeping—talent that makes a great fit for the company.

Amanda McClay is an account manager with Tribe, an internal communications agency based in Atlanta. A version of this post first appeared on the Tribe Good Company blog.


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