Feedback with digital communication in Workplace

Employee engagement is not about the company picnic or a random paid pizza on a casual Friday.  Employee engagement begins with feedback, both asking for and giving feedback.  According to most accountability studies, employees avoid giving and asking for feedback.  The main reason for this is a preconceived notion that feedback is always negative or associated with things going wrong in the workplace.  And not getting feedback means things are going well.  However, this is an incorrect way of looking at feedback.  If you receive feedback only at an annual performance review, it is often too late to help or assist employees through their careers.  At all levels of an organization, there needs to be feedback. 

Use Digital Communication

Using online software like beepHR, or digital forms of communication speeds up the feedback exchange, allowing for quicker responses, and a greater reach.  This allows for feedback to come at the right time when it is needed, and for it to be more informative.  Sometimes, in-person communication, face-to-face, can be a bit unsettling, or employees could feel intimidated.  Using digital forms of communication promotes thoughtful interactions as well as a way to track and measure feedback.  Sometimes, in-person communication can be a bit unsettling, not highly informative, or employees could simply feel intimidated by it.  Using a digital platform for feedback offers better results.  Feedback, both giving and receiving, can be measured and used as a performance metric.

Using digital forms of communication promotes thoughtful interactions as well as a way to track and measure feedback.

Become more than a Manager: Become a Coach

Managers and supervisors need to become coaches and teachers.  Great professionals are not born, they are created from professional baseball players to boardroom executives it took feedback and coaching for them to get there.  The art of coaching involves establishing target goals, measuring, and monitoring progress, and planning.  All these aspects apply to both professional athletes and employees.  Coaches at the workplace do not have to be only your direct boss, it could be a senior employee or a co-worker.  Feedback leads to better productivity and skill.  First, an organization had to be open and transparent and foster a culture that values feedback in all its forms.  Any organization needs to develop coaches at every level of an organization.  Make giving and receiving feedback a core value of your organization.

The art of coaching involves establishing target goals, measuring, and monitoring progress, and planning. 

Ask for Feedback

It is up to coaches and managers to create an environment in which employees can ask for feedback.  When they ask for feedback, provide it in a timely manner.  This is were digital systems make for an easier way to get and give feedback.  If you do not ask for feedback, you probably will not get feedback.  Managers need to make it a point that asking for feedback is welcomed and expected.  However, not all feedback is great feedback that is why using a digital platform to give and receive feedback might work better overall.  It helps guide feedback to be more informative, assists in giving and receiving it in a timely manner.  However, managers need to take special care on how they give feedback.  It needs to be constructive and presented in a positive manner. 

Digital platform helps to guide feedback to be more informative, assists in giving and receiving it in a timely manner. 

Offering Feedback to Make it a Positive Experience

When offering feedback managers and coworkers need to make the overall experience positive, and constructive.   Managers and employees need to trust each other, without trust feedback will nearly always appear negative.  Employers need to offer praise and appreciative feedback as well.  When someone does something well, employers should offer feedback via praise or as an appreciative feedback of sorts.  Offering both praise and appreciative feedback fosters trust, but also helps the employee get a sense of what they are doing well.  With any constructive feedback, start with what they are doing well first, before offering the constructive feedback.  By doing so will help create a healthy communication style and employees will be more receptive to the feedback.  Remember, feedback is about people and results.  Companies that do this well have higher employee satisfaction scores and greater performance out of their people. beepHR provides an innovative software platform built for employee engagement, that enables timely feedback.  beepHR enhances employee performance and engagement.

When offering feedback managers and coworkers need to make the overall experience positive, and constructive.
beepHR, a New HR Evaluation Tool for Everyday Use
"Since HR evaluations are only checked when setting and reviewing goals, employees tend to lose their sight of goals during their day-to-day operations. Often employees are working at cross purposes because they are not aware of their tasks linked to their goals."
beepHR allows employees to see how well they accomplished their goals, encourage their colleagues by sending “likes” and “thank you(s)” freely, while enabling them to keep track of their tasks. Getting in the habit of using a daily HR evaluation tool will help to make more accurate evaluations.
  • Manage targets such as qualitative, qualitative and OKR
  • Manage employees’ daily tasks
  • Visualize how employees are helping each other
  • Talent management decisions using Data
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