Do you have HR skeletons in your closet?  Are there “dead bodies” buried throughout your organization that need to be brought back to life?

What I’m really asking is, how’s your feedback culture? Do you provide opportunities for employees to share ideas and concerns? Promoting and encouraging a culture of ongoing, two-way communications and feedback can help a company eliminate the “skeletons” that represent hidden concerns and issues within your company.

Feedback Cultures
The need for constant feedback has become more important in the workplace not just for millennial, but for baby boomers, baby busters, and Gen X, Y, and Z as well. For millennials, constant feedback typically played a large role as they grew up playing sports and being involved in different activities. As they continue to enter the workforce, their expectations of their employer are also to receive frequent, ongoing feedback. The previous generation, referred to as Generation X, is known as one of the smartest generations and experienced the stock market crash in 2008.  For Generation X it is important they be assured about company health and their personal work status.

With the need by more employees for constant communication comes the need to create on-going goals and check-ins. There are multiple benefits for the company that does this as well. Consider these three actions and benefits of strong culture feedback.

1. Keep Employees Motivated

While it may seem tedious to conduct multiple reviews and goals for each employee throughout the year, doing so can keep the employee focused and motivated to continue working. With a clear and constant reminder of what is important, the employee always has clear expectations. And goals are always great tools to motivate someone.

2. Keep Employees Engaged

With consistent feedback and check-ins to review performance, it keeps the employee engaged and on track to complete any goals. Routine meetings allow a chance for the employee to also voice any questions or concerns. When employees sense their concerns are being heard, they will feel more invested in the company.

3. Save the Business Time and Money

Once a culture of feedback has been created, employers will become more aware on a day-to-day basis of how each employee is doing and their productivity. With constant feedback, it will allow for any needed changes or new goals to ensure employees are using their talents in the best way possible. Constant communication created by a culture of feedback also helps eliminate skeletons (i.e., hidden problems) as they are able to come to the surface sooner, allowing for an opportunity to work through the matter.

Getting Started
To begin creating a culture of feedback, you can begin by scheduling regular check-in meetings and/or create a scorecard for employees to track their progress within the company like that of the EOS (Entrepreneurial Operating System) model. With that, documentation can become key to track progress and an employee’s status within the company.

Everyone’s system to create a culture of feedback may look different but the benefits are the same. The process may also not happen quickly with this type of cultural shift but the long-term benefits for the organization include a better sense of team, employees who feel more engaged, and higher retention for the organization.

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If you have any additional questions regarding performance reviews and employee feedback, please contact Close HR Connections at info@closehr.com.