How do you solicit and incorporate feedback from employees on recognition events and activities?

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Employee recognition events and activities are a great way to boost morale, engagement, and retention in your organization. But how do you make sure that your employees are happy and satisfied with the way you celebrate their achievements and contributions? In this article, we will share some tips on how to solicit and incorporate feedback from employees on recognition events and activities, and how to use that feedback to improve your recognition strategy.

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1 Why feedback matters

Feedback is essential for any recognition program, because it helps you understand what your employees value, appreciate, and expect from you as an employer. Feedback can also help you identify any gaps, issues, or areas of improvement in your recognition events and activities, and how to address them effectively. By soliciting and incorporating feedback from employees, you show that you care about their opinions, preferences, and needs, and that you are willing to adapt and change to meet them.

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Kemi Popoola, CHRP, LL.B, B.L

Global HR Professional | Employee Relations | People and Culture Leader | Organization Development | Compliance | HR Policies and Process Developer | SOC and ISO Audit Knowledge | DEIB | Project Management
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Soliciting feedback from employees provide the opportunity for you to re-evaluate the impact of your current recognition program, provides more visibility on how engaged your employees are with the program. It further tells your employee how intentional you are about understanding what is more valuable to them and not just you ticking off another initiative off your list.

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2 How to solicit feedback

Gathering feedback from employees on recognition events and activities can be done in a variety of ways, depending on your goals, resources, and culture. Surveys are a popular option, as they are easy to administer and analyze, but they may not capture the nuances and emotions of employees' responses. Interviews are more time-consuming and resource-intensive, but they can provide richer and more meaningful insights. Focus groups are a good way to generate diverse and creative feedback, but they may be influenced by groupthink, social pressure, or dominant voices. With each method, you can ask open-ended questions, probe for details, and listen actively to their stories and experiences.

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3 How to incorporate feedback

Once you have collected feedback from employees on recognition events and activities, you need to analyze, prioritize, and act on it. To do this, you can summarize and categorize the feedback using tools like spreadsheets, charts, or word clouds. Look for common themes, patterns, or trends, and group the feedback into categories. Then, evaluate and prioritize the feedback according to criteria like urgency, impact, feasibility, or alignment. You can also weigh the feedback according to the source, frequency, or relevance of the comments. After deciding which feedback to act on immediately, which to plan for later, and which to discard or defer, communicate and implement the feedback. Share the feedback results and actions with your employees, and involve them in the implementation process. Monitor and measure the outcomes and impacts of the feedback actions, and report back to your employees on the progress and results.

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4 How to improve your feedback process

Soliciting and incorporating feedback from employees on recognition events and activities is not a one-time task, but an ongoing cycle of improvement. To make your recognition strategy effective and meaningful, you should ask the right questions, choose the right methods, and create the right culture. Your questions should be clear, specific, and relevant to your recognition goals and objectives. You can also use a mix of closed and open-ended questions, and avoid leading, biased, or vague questions. Additionally, you should select the feedback methods that suit your purpose, audience, and context. You can also use a combination of methods, such as surveys and interviews, to get a more comprehensive and balanced feedback. Moreover, you should foster a culture of feedback in your organization, where employees feel comfortable, encouraged, and valued to share their opinions and ideas on recognition events and activities. By following these tips, you can create a feedback loop that will enhance your recognition events and activities, and make your employees feel more engaged, satisfied, and loyal to your organization.

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How do you solicit and incorporate feedback from employees on recognition events and activities?

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1 Why feedback matters

2 How to solicit feedback

3 How to incorporate feedback

4 How to improve your feedback process

People Management

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How do you solicit and incorporate feedback from employees on recognition events and activities?

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1 Why feedback matters

2 How to solicit feedback

3 How to incorporate feedback

4 How to improve your feedback process

People Management

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