Comments on: The 3 Feedbacks That (Can) Matter to Employee Engagement

By: Tim Wright

Tim Wright — Wed, 10 Dec 2008 15:13:53 +0000

Farhan,
I did fail to give specifics. Thank you for helping me decide my series of postings for the first week in 2009. Look for several how-to tips for each of the 3 feedback types summarized in this posting.
Concerning the manager’s (your) having to determine what what’s working and what’s not on an every-two-week basis…I have a couple of responses:
1. Require employees to provide you, in advance of the meeting, their personal itemization of start/stop/continue in re their own performance.
2. Doesn’t mean it’s not the manager’s (your) responsibility to observe, verify, and measure the performance (it is!). However, it may streamline for you, and it will engage (!) the employee.
3. Unless the nature of the work is highly critical, detailed feedback meetings every two weeks may be a too often.
Again, Farhan, thank you. And be looking for the first week in January postings.
Tim

By: Farhan Thawar

Farhan Thawar — Wed, 10 Dec 2008 14:57:41 +0000

I really like the 3 types of feedback, but you don’t talk about how specifically to give the feedback for each type. For example, I’ve found giving specific performance feedback every 2 weeks in the form of “stop/start/continue” forces me (the manager) to do the hardwork of determining what’s working, what’s not and what should change. It’s specific and it’s actionable.
Oh.. and when it comes time to performance reviews, no one is surprised.

By: Tim Wright

Tim Wright — Fri, 17 Oct 2008 23:26:54 +0000

Derek -
Gallup has the inside track at being among the best employee engagement evaluation tools, as it was one of the first. Kudos to Gallup.
I run into to many clients motivated to “raise our Gallup scores.” About half of them want their employees to be (more) engaged. About half of them just want higher scores.
Reminds me of my h.s. chemistry experience. I wanted to ace the exam; I didn’t care how much chemistry knowledge I would (n)ever use.
The Gallup tool is a good starting point. But it should be that: a starting point from which the management team devises and implements a consistent and continuous engagement plan.
Thanks, Derek.
Tim

By: Derek Irvine

Derek Irvine — Fri, 17 Oct 2008 23:10:32 +0000

Iâ€™ve blogged repeatedly about the need to establish a baseline of engagement levels and then measure success against that baseline repeatedly over time. Many companies already have employee satisfaction surveys in place. One of the best is the Gallup Q12 survey, a simple 12 question survey to measure employee engagement, six of which can also help evaluate the success of your strategic recognition tool.
I write more on the 12 questions including specific comments on how some of the questions should be used to gauge recognition program success as well on my blog at: http://globoforce.blogspot.com/2008/10/measuring-engagement-simple-tools-work.html