http://www.wrightresults.com/blog/employee-engagement/2008-10-01/why-feedback-matters-to-employee-engagement/ Building better employee engagement Wed, 04 Jan 2012 20:34:44 +0000 http://wordpress.org/?v=2.9 hourly 1 http://www.wrightresults.com/blog/employee-engagement/2008-10-01/why-feedback-matters-to-employee-engagement/comment-page-1/#comment-28 Tim Wright Thu, 09 Oct 2008 18:03:46 +0000 http://wrightresults.com/wordpress/?p=400#comment-28 Jo, Good feedback! I agree with all you say. In fact, the posting following this one (http://c2e.typepad.com/culture_to_engage/2008/10/how-to-make-feedback-make-a-difference-to-ee.html) offers 4 ways to show the employees that it matters (and so, that they matter!). Tim Jo,
Good feedback! I agree with all you say. In fact, the posting following this one (http://c2e.typepad.com/culture_to_engage/2008/10/how-to-make-feedback-make-a-difference-to-ee.html) offers 4 ways to show the employees that it matters (and so, that they matter!).
Tim

]]> http://www.wrightresults.com/blog/employee-engagement/2008-10-01/why-feedback-matters-to-employee-engagement/comment-page-1/#comment-29 Jo Ayoubi Thu, 09 Oct 2008 17:12:10 +0000 http://wrightresults.com/wordpress/?p=400#comment-29 Hi Tim I liked your article on how good feedback can be a key part of improving employee engagement. I would agree, and add that,for Feedback to be really effective: - The content needs to be right i.e. what are we asking and what exactly is the feedback telling us - The way it's positioned is cricital, i.e. it's not just another thing that HR want us to do, but something that is going to be takent notice of will make change happen As you say, the bigger message from individual or group feedback is that you are valued as an employee and that the organisation cares about talking to you and listening to you. Of course, don't scupper that great message by asking for feedback and then 1. Disagreeing with it ("yes, but there's an reason why I/we do it like that..") 2. Listening but not hearing ("thanks for the feedback", then nothing apparently changes) 3. Using the feedback as a stick to beat people up with, or 4. Only hearing and acting on the negative stuff - positive feedback is just as important..we can always do more of the good stuff! What do you think? Hi Tim
I liked your article on how good feedback can be a key part of improving employee engagement.
I would agree, and add that,for Feedback to be really effective:
- The content needs to be right i.e. what are we asking and what exactly is the feedback telling us
- The way it’s positioned is cricital, i.e. it’s not just another thing that HR want us to do, but something that is going to be takent notice of will make change happen
As you say, the bigger message from individual or group feedback is that you are valued as an employee and that the organisation cares about talking to you and listening to you.
Of course, don’t scupper that great message by
asking for feedback and then
1. Disagreeing with it (“yes, but there’s an reason why I/we do it like that..”)
2. Listening but not hearing (“thanks for the feedback”, then nothing apparently changes)
3. Using the feedback as a stick to beat people up with, or
4. Only hearing and acting on the negative stuff – positive feedback is just as important..we can always do more of the good stuff!
What do you think?

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