Your team is struggling with employee engagement. How can you use feedback to turn things around?

Employees need to feel comfortable being honest without fearing repercussions. Let them know their opinions are valued and won't be used against them. Employee surveys, pulse checks, one-on-one meetings, or anonymous suggestion boxes to gather ongoing insights also helps to build an engaging team. After gathering feedback, don't just let it sit. Develop a plan to address their concerns and implement solutions wherever possible. This shows you're invested in making things better.

It’s essential to remember that effective feedback isn’t just about giving but also receiving. Early in my career, I learned the importance of this exchange. I once initiated a feedback session that turned into a profound dialogue, revealing underlying team issues I was previously blind to. This two-way communication fostered a sense of mutual respect and understanding, setting the foundation for genuine engagement.

To improve employee engagement, use feedback by regularly collecting input through surveys or meetings, analyzing it to identify key issues, taking concrete actions to address concerns, and transparently communicating progress and changes made based on the feedback received.

Regular client engagement surveys - monthly at-least should be done to understand team's inputs where team is doing good and what needs to be done to improve collaboration and engagement in the team. Based on engagement survey results, action plan should be tracked for closure. Moreover 1-1 discussions should be done to listen and share inputs, and reviewer should close open points within the guard rails of company policies and procedures without any false promises. Regular Team building activities like Fun Friday in person or virtual with or without family will increase the team bonding and this in turn would have both employee and employer better understand each others limitations and boundaries.

To improve engagement, conducting regular surveys followed up with analysis and improvement plan. share org vision, goals, action plan, and bring transparency and share progress is helpful. understand the key gaps and strength to plan action.

There's nothing more frustrating than vague or delayed feedback. I recall a project where feedback was provided too late, rendering it useless. We shifted our strategy to immediate, pinpointed comments, which drastically improved our team's ability to quickly adapt and enhance their work, boosting morale and engagement in the process.

When feedback is provided promptly, it's more likely to be relevant and impactful. This immediacy allows team members to understand the specific context of their actions and the consequences, making it easier for them to adjust their behavior accordingly. Additionally, prompt feedback demonstrates that leaders are attentive and invested in their team's growth and development, fostering a culture of accountability and continuous improvement.

Prompt and specific feedback allows both parties to clearly relate to the event which is still fresh in memory. This may enable and support a better discussion and alignment as well as enabling the feedback to be more memorable and impactful.

Nobody thrives on criticism alone. I remember balancing our feedback by highlighting what was working well alongside areas for improvement. This approach not only uplifted the team’s spirit but also motivated them to strive for excellence, knowing their efforts were recognized.

To improve employee engagement, gather feedback through surveys, one-on-one meetings, and anonymous suggestion boxes, listen to employees' concerns and suggestions, address their feedback transparently, implement changes based on their input, recognize and reward their contributions, and communicate openly about the steps being taken to enhance engagement, fostering a culture of trust and collaboration within the team.

By acknowledging both strengths and areas for improvement, you provide a well-rounded perspective that helps team members understand their performance comprehensively. Positive feedback reinforces desired behaviors and achievements, boosting morale and motivation. On the other hand, constructive feedback offers specific insights into areas where improvement is needed, guiding individuals toward development opportunities and ultimately contributing to overall team success.

Feedback should not be only negative or positive. It should be balanced and constructive, meaning that it should highlight both the strengths and the areas for improvement of your team. Feedback should also provide clear and actionable suggestions on how to improve or maintain performance

Constructive feedback can actually enrich the point by providing a reference. It is similar to an open ended question or statement which facilitates further discussion and understanding. After all, the objective of the feedback is to share a different opinion or perspective which can be considered for improvement. If the feedback leaves the receiver in a lost state, then the objective has not been achieved.

Once, our feedback seemed disconnected from our team's understanding of their goals. By realigning feedback with clear, achievable objectives, we saw a significant uptick in engagement and productivity. It became a tool for guiding the team towards our common vision, rather than just pointing out flaws.

Consistency and fairness in feedback delivery contribute to a positive team environment, fostering trust and accountability among team members. By applying the same standards consistently and impartially, you promote a culture of fairness and equality, which is essential for maintaining team morale and engagement.

I've discovered that the secret sauce to boosting team engagement lies in the art of feedback. It's not just about giving feedback, but making it resonate with our common goals and expectations. By doing this, we create a roadmap that’s clear and easy to navigate for every team member. When they see how their work fits into the bigger picture, it sparks a sense of purpose and drives engagement. It’s like turning on a lightbulb - everything just clicks into place! #Teamwork #EmployeeEngagement #FeedbackIsFuel

Creating an environment where feedback is sought and valued was a game-changer. An open-door policy for feedback led to innovative ideas and solutions from the team, fostering a culture of continuous improvement and engagement.

Employees are often afraid to give open and constructive feedback. This is often paired with a permanent negative attitude on the part of superiors instead of the motives of the statements being taken seriously. This inevitably leads to employees no longer contributing equally, giving up and then looking for a new job. It is up to the superiors to create a trustworthy basis, to take the interests, fears and concerns of employees seriously and to continually listen to the feedback and implement it (if it makes sense).

One of the most critical lessons I've learned is the importance of follow-through. Acknowledging feedback and implementing change based on it demonstrated to the team that their voices mattered, leading to increased trust and engagement.

For a start, feedback should be acknowledged. If necessary, some time should also be provided for the feedback to be internalized. Then, depending on the situation, some encouragements may be needed to follow through and put to action.

In the quest to boost employee engagement through feedback, it’s crucial to maintain a culture of empathy and understanding. Recognize that behind every piece of feedback and every team member’s effort, there are personal motivations and challenges. Tailoring your feedback strategy to meet these individual needs can transform the landscape of engagement within your team.

O que fazer após o feedback é t?o importante quanto o que vem antes, que é motivar os profissionais a contribuir com seus pontos de vista e críticas. Uma vez aceito o feedback, sempre se faz necessário analisar e entender que a??es efetivas ser?o tomadas, aplicadas, medidas e demonstradas para se alcan?ar um resultado melhor. N?o tomar nenhuma a??o pode gerar frustra??o, descrédito, desconfian?a e o n?o engajamento, que vai na contra m?o de tudo que buscou se construir estimulando feedbacks. Fique atento a isso, n?o basta estimular o feedback, é preciso tomar a??es efetivas depois de dar novo feedback, criando-se um círculo virtuoso de engajamento, reconhecimentos e até de agradecimento.

Other thing to consider is, to check if there is a shared purpose that the team is working towards. If the team have a larger purpose or goal which they are proud of and work towards, it brings the best out of the team automatically.