Delivering meaningful Feedback is the most powerful driver of Employee Engagement, yet employees prefer to receive it just a few times a month!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Feedback is most meaningful when it is timely, authentic and part of frequent check-ins.
?? Just one in four employees strongly agree they receive valuable feedback from the people they work with.
?? Employees who strongly agree they receive valuable feedback from the people they work with are five times as likely to be engaged, 57% less likely to be burned out, and 48% less likely to be looking or watching for another job.
?? Strategic recognition reshapes how employees experience and assess the value of feedback in their organization, according to a new interesting research published by Gallup using data from Gallup- Workhuman survey conducted between April 16th to April 30, 2024, with 4,439 adults who are employed full or part time, aged 18 and older, and living in all 50 U.S. states and the District of Columbia.
?Frequent feedback is critical to maximize Employee Engagement
?? Researchers found that employees are significantly more likely (48%) to be engaged when they receive feedback from their manager a few times a week or more.
?? However, the majority of employees prefer to receive feedback from their manager on a monthly basis, while only 27% express a desire for weekly feedback.
?Managers don’t provide feedback to their teams frequently enough.
?? Researchers have found that most managers fail to provide feedback frequently enough for it to be truly impactful, and they offer recognition even less often.
Consequently, their teams and organizations miss out on the substantial benefits of a more engaged workforce that thrives on meaningful feedback for learning and growth.
?Feedback should be paired with recognition
Researchers have found that employees respond more positively and act on constructive feedback more effectively when it is balanced with recognition.
?? Their findings reveal that frequent recognition amplifies the impact of regular feedback. Among employees who receive both feedback and recognition from their manager at least once a week, 61% are engaged.
This is significantly higher than the 38% engagement rate among employees who receive weekly feedback but less frequent recognition.
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?The Recognition Pillar Fulfillment
Workhuman researchers have discovered that recognition becomes truly transformational when it encompasses the majority of the five pillars:
1?? Fulfilling employees’ recognition needs,
2?? Being authentic,
3?? Equitable,
4?? Embedded in the organization’s culture
5?? Personalized
Employees whose organization does have a recognition program are generally more likely to receive high-quality recognition, but still only 24% of employees with a recognition program strongly agree they receive the right amount of?recognition.
?? The reality is that not all recognition programs are created equal, and like all forms of recognition, the quality with which it is given is crucial. Simply caring about or valuing recognition is not enough.
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Gallup’s esteemed research on employee engagement has revealed that many employees are open to receiving input that helps them excel more frequently. The issue lies in the quality of the feedback they receive. High-quality feedback - much like a gift - offers value by providing information and direction that enable employees to learn, grow, and perform their jobs better.
??Thank you Gallup researchers team for sharing these insightful findings:
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3 周Very helpful
Business Humanizer/Executive Coach/Psychologist/Leadership mentor/ HR Consultant / Change Management Professor/Soft skills Trainer/Gcologist/IT Recruitment. Understanding business & people for boosting Engagement
3 周Thank you Nicolas BEHBAHANI Emotional salary is so important for productivity at work. One of the elements of the emotional paycheck is the relationship with the line manager. We feel valued and respected when we're asked for feedback on how things are going. We feel like we are contributing to change and improvement, rather than being told what to do. This leads to increased motivation and engagement and as people feel empowered. #leadership #engagement #motivation #emotionalsalary
Unleashing talent potential with real-time people analytics: Empowering HR & leaders to enhance employee experience, save time, and cultivate a culture of high performance and well-being through personal leadership
3 周Nicolas BEHBAHANI highly valuable research on employee expectations and the impact of feedback in the workplace. Although there is extensive literature on feedback, it is often confused with giving attention. Let me emphasize that creating the right environment for feedback is essential for achieving meaningful results with people. In addition to the five pillars of satisfaction derived from feedback, I notice that many managers give feedback frequently and without clear purpose. This can lead to confusion, frustration, or even irritation among employees. To enhance effective feedback, I’d suggest adding the following key factors: ?? Clarify what "giving feedback" truly entails – Set clear expectations around what feedback should achieve. ?? Define the appropriate moments for feedback – Specify when feedback will be provided to prevent it from feeling arbitrary. ?? Always describe the specific behavior you observe – This helps avoid any impression of criticizing the person, focusing instead on actions. By emphasizing these points, feedback can become more structured and productive, benefiting both employees and managers.
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
4 周Very valuable research! Thank you for sharing.
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
4 周Nicolas BEHBAHANI wonderful research on the importance of feedback. I agree with the five characteristics and might add *feedforward (Marshall Goldsmith( *focus on what's right as well as what's wrong *do it! believe the loudest feedback parents give children is NONE, when they don't comment on bad behavior. Same is true for leaders Thanks again for the post.