5 burning questions you could be answering with feedback

5 burning questions you could be answering with feedback

5 burning questions you could be answering with feedback

5 burning questions you could be answering with feedback

5 burning questions you could be answering with feedback
What questions can you be answering with a good feedback process? The opportunities are endless for your organization when you ask the right questions and listen to the feedback.

We’ve popped together a list of five questions you could be answering, and what to do with the feedback you receive. And remember, you won’t know unless you ask!

How happy is my team?

Communication should be regular with your team, but it’s important to make time for certain conversations that may usually be brushed past. One of these topics is happiness, every day we ask how our team is going and most people respond with “yeah I’m going alright,” or “fine thanks” and the conversation moves on. Organize a time when you can sit down with each of your team members and drill down into their job satisfaction and see how you can help them with their work and to achieve their goals.

Happiness at work consists of many parts. Use feedback to create a space where your team feels open and willing to discuss the elements of their work they enjoy, and perhaps where they’ve been struggling. Have this conversation with the guidance of feedback so that you can respond to their needs and help improve their general happiness with their role.

Happiness also extends beyond the confines of your workplace, your team members have lives, families and friends. The interactions with the outside world will always impact the mindset that people come to work with. Provide a space where your people feel comfortable talking to their leaders about external stressors and the impact that they may be having on their work. From this, team leaders can work with your people to find the best solution possible.

At intelliHR, we check in on happiness once per month through a feedback form to all staff. This informs a monthly in person catch-up or call about the progress that team member is making. This allows both the manager and the team member to speak candidly about their work and what is impacting their day to day life.

RELATED: Improve employee feedback conversations with the Pendleton Feedback Model.

Is my new initiative working?

Introducing a new initiative at your workplace isn’t always easy. It’s often difficult to understand if a new project is making progress or if tweaks are needed to help it take off. Keep track of how your new initiative is changing your workplace using feedback from your teams.

Use key metrics to follow up with your team so you can accurately track the success. If you’re implementing a cultural initiative, it may take months before you start to see noticeable change, so you may want to gather feedback on the general sentiment of your team through some survey data. They might have ideas on certain improvements that will allow for greater adoption within their team which will allow for greater long term success.

Are we compliant?

Compliance and feedback don’t necessarily seem like they go hand in hand, but if you’re looking to provide a safe working environment, it’s time to start a feedback loop with your people.

If you’re managing a group of teams, keeping on top of compliance and safety measures may be at the top of your list, but may fall to the wayside for some of your managers. Gather regular feedback and look for trends within the feedback, if compliance and safety concerns are apparent in the results you’re seeing, it may be time to have some conversations with your team leaders.

An example of this would be a form that was distributed which asks team members to provide feedback on safety processes at their worksite. From this, a HR team would be able to evaluate if more training is needed to ensure the safety of the worksite.

How can I improve my business?

The future of your business lies in the hands of your employees, and if you provide them with regular opportunities to share their thoughts on your business, they could shed light on new and exciting ways to do things. Some of the best innovations in business come from team members who have different perspectives and a willingness to start a project around their ideas.

When you’re gathering feedback from your teams, include a section where you ask if they have any ideas on how processes can be improved or thoughts on a new project. Not only are you gaining plenty of new ideas, but you’re also proving to your team members that you value their opinions.

What does the future look like?

Collect feedback from your teams so that you can see what the future looks like for your business. A good feedback system will allow for your feedback to be categorized so you can analyze it closely. At intelliHR, our AI sorts through feedback data to provide you with predictive analytics to help you with strategic planning. The AI sorts through sentiment data so you can see where sentiment is falling and direct attention accordingly.

This allows you and your decision-makers to be proactive and not reactive. Approach decisions with the facts that you’ve gained from your team’s own sentiment so that you can plan for success within your teams.

The opportunities are endless with feedback, and it’s true that you won’t know until you ask. Start your feedback loop now so that your teams can be in the best position possible to succeed. At intelliHR, we understand the power that a strong feedback cycle can have and we’d love to chat more with you about how we can implement a feedback loop in your organization.


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