HR & Employee Feedback

Collecting feedback is one of the more important tasks for any effective human resources department. In order to provide an office experience that is amenable to employees and facilitate relations between employer and employee, you need to first understand what exactly your employees think of the current environment and what improvements they would like to see.

One particular method of gathering feedback involves collecting information anonymously through surveys or other means. This process has its pluses and minuses, so read on for more information to consider before implementing this policy in your company.

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The Importance of Gathering Feedback

The guiding principle behind the gathering of feedback is to make improvements to the office and keep the workforce engaged, with the motivation being that investment in employees provides a competitive advantage. Jayne Blake of Hppy explains that ”When employees can give as well as receive feedback with their management, it lets them feel more valued, less stressed out, and helps to build confidence as well.” happy team The research supports this conclusion. A study by economists at the University of Warwick found that happy employees had a 12% spike in productivity, while less satisfied workers were 10% less productive. The study found that ”human happiness has large and positive causal effects on productivity.’

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Benefits of Anonymous Feedback

‘While feedback can be used to confirm that your employees are content, it can also serve as an important measuring stick for determining unhappiness in the ranks. Anonymous feedback is particularly helpful because it allows for employees to speak their minds as freely as possible.

Even if it is unintentional, it is possible that your employees may not feel comfortable voicing their complaints for fear of being punished. It’s only natural for more junior employees to be a little hesitant when it comes to offering criticism of their bosses. By the same token, executives may be too proud (or stubborn) to listen to advice that comes from lower-ranking employees.

Either way, an office’s power structure can make it difficult to gather and implement suggestions, which is why you need a way to circumvent these egos and attitudes that make it so tough to make improvements. One potential model involves 360 degree feedback. So named because of its all-encompassing reach, 360 Degree Feedback is an information gathering method that allows employees of all ranks and titles to receive confidential and anonymous feedback from coworkers. The model is simple enough: workers complete a feedback form that spans several different office competencies in regards to other employees and departments.

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