Beyond the Culture Surveys: Creating a Culture of Employee Feedback

Creating An Employee Feedback Culture

We’re all about culture surveys around here, but that doesn’t mean that surveys are the only way to get meaningful feedback from your employees.

The focus should be on creating a culture of open communication and ensuring that employees feel comfortable providing feedback, even outside of your culture survey schedule. Read on for some quick tips to start crafting a culture of employee feedback.

1) Establish an open door policy by reminding employees that you’re open to feedback.
Do this consistently and often. Some people feel more comfortable sharing feedback in an email, while others would prefer to speak candidly in person. Make sure employees know that they can share feedback in whatever way they feel most comfortable.

2) Ask for employee feedback.
Proactively seek out feedback by asking questions, especially when you think it might be negative. This shows people that you value their opinions and are dedicated to creating a culture of open communication.

How do you do this? Ask targeted questions from your employees after meetings or new process changes. Our pulse surveys and custom surveys are a great tool for collecting regular feedback in a way that isn’t onerous for employees. This will ensure that you’re catching all the “little things” that might fall through the cracks in an annual culture survey. These add up and contribute to how an employee feels about an organization. Keep in mind that it’s best to gather this feedback while it’s fresh.

3) Host events, such as happy hours and team lunches, that open up channels for informal feedback.
Why is this important? Sometimes the best employee feedback comes naturally in a social setting. These events also give employees the opportunity to communicate with colleagues outside of their usual work circle. In fact, a study by Sociometric Solutions found that employees that sat together at a group lunch were 36% more likely to interact with each other later that day. Think of all the idea sharing that could happen over a lunch!

4) Finally, arguably one of the most important steps to collecting employee feedback is the follow-up.
It can be discouraging to employees when they feel like their feedback is going into a black hole. To avoid this feeling, follow up and acknowledge the feedback in a timely manner, even if that means you’re not able to offer a solution right away.

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