How to Act on Feedback

Organizations receive feedback from multiple sources, some feedback is solicited some is unsolicited.  Nonetheless, once an organization receives feedback the question on how to act on the feedback comes into play.  Understanding when and how to respond to feedback is beneficial for organizations of any size.  Feedback sometimes can be positive, but negative feedback often carries more weight and sparks the need to make changes.  For HR professionals, feedback often arrives on their computer screens as a result of a pulse survey, or via an outdated suggestion box.  After going through the results of a pulse survey HR professionals should have a good idea of what feedback is in dire need of addressing.  

Feedback Loops and Stages

A part of getting accountability right is owning feedback, by owning feedback we mean acting on the feedback and close the loop.  The feedback loop has three to four main stages depending on how you break up the parts: data, analysis, action.  Data collection for HR professionals will come from pulse survey data.  After receiving the data, an analysis must be performed to make sense of the data, the causes, and potential effects of the feedback, from analysis HR professionals, should have an adequate understanding of potential actions to take to address the issues found in the survey.   And finally, acting by putting together an action plan and monitoring and measuring the results through the use of OKRs and additional follow up surveys, thus closing the loop.  

A part of getting accountability right is by owning feedback; acting on the feedback and close the loop.

Acting on Feedback

It is important to reduce the number of actions to take when addressing feedback, keep the actions you take to a minimum.  It is better to do one thing to address feedback than doing five things and running the risk of not knowing which action really addressed the issue found in the feedback or over-fixing the issue and creating new issues.  

For HR it is important to keep tabs on the progress of any objectives.  It is important to conduct additional pulse surveys and follow meetings to understand what is working and what is not working to affect change.  This allows for ongoing feedback and the ability to use new input to help guide actions in a more precise and efficient manner. 

It is important to conduct additional pulse surveys and follow meetings to understand what is working and what is not working to affect change.

Reinforcing Change

It is important for HR professionals to reinforce change the best practice is celebrating and recognizing employees that are contributing to making things better.  Acknowledgments should be made public.  Offering gift cards for individuals that offer advice on how to act on the feedback as well as providing feedback is a great way to ensure cultural openness and trust.  It helps reinforce the feedback loop.  A feedback loop is a useful tool for understanding one’s organizational culture and address any issues early on before they become major issues.  Acknowledgment incentivizes feedback.  Use it to ensure both inclusions, but as a type of early detection system for anything that might negatively affect an organization’s culture and performance.  

beepHR allows HR professionals to conduct 360 reviews and pulse surveys.  Giving and getting feedback is a trait all great organizations share, beepHR is a system that helps corporations to track, give, and collect feedback to help companies make better data-driven decisions.  Learn more how beepNow can help transform organizational cultures through innovative use of technology, by clicking here

It is important for HR professionals to celebrate and recognize g employees that are contributing to making things better.
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