Continuous feedback at work can significantly benefit a business. Employees thrive when their management supports their goals. But how can leaders create an open and actionable company culture? Let's explore the steps to building a culture of continuous feedback where everyone can excel.
What is a continuous feedback culture?
A continuous feedback culture is an ongoing open exchange between all members of an organization. Employees feel comfortable asking for performance suggestions, voicing concerns, and providing feedback. Instead of having a single yearly meeting, management meets with them regularly to discuss expectations and goal-setting. Creating a healthy workplace is one of its most significant aspects.
A continuous feedback culture at work also involves people in their job growth. You must engage them beyond simply providing and accepting regular feedback. They should feel like their effort genuinely matters to you. Positive reinforcement is most successful when people feel supported and recognized.
Why provide continuous feedback?
Consider creating a culture of continuous feedback because it directly benefits the workplace as a whole. Employee performance relies on clear goal-setting and strong peer connections, so you can see how it affects your business. Its impact is often measurable.
A continuous feedback culture carries many workplace benefits:
- Increases performance: just 14% of employees feel motivated by regular performance reviews. Increasing the frequency can help them identify real-time challenges, improving their work quality.
- Refines goals: only 29% of employees know if their performance is where you expect it to be. You can refine their goals much better when you meet with them regularly.
- Engages employees: a continuous feedback culture engages people because it helps them feel like their actions genuinely matter to management.
- Strengthens relationships: you can strengthen your relationship with your employees by creating a healthy workplace community and culture. They’ll feel more comfortable voicing concerns or requesting feedback.
- Improves development: feedback gives people much more time to adapt. They can develop their skills and make performance adjustments in real time. It makes their goals much more actionable.
Creating an employee feedback system and building a healthy work environment can do wonders for a business. In fact, around 39% of people believe they’d work harder if they were happier in their roles. Consider fostering a culture of transparent communication for the benefit of your business.
How to build a continuous feedback culture
You can implement new policies, increase the frequency of meetings, and support your employees to build a continuous culture of feedback. It takes effort, but it’s often worth it.
1. Present growth opportunities
You can only foster a culture of feedback if you present many growth opportunities. Goal-setting can significantly benefit a workplace by involving an actionable and realistic framework. You must give your employees the tools to succeed and be reasonable in your expectations.
Give them multiple areas of focus where they can make minor improvements. They’ll be more motivated and experience more success when they repeatedly achieve their goals. It can also make metrics easier to track because they’ll be able to accomplish more in between your frequent meetings.
2. Provide multiple feedback channels
You must establish an accessible employee feedback system to create a healthy workplace culture. While routinely scheduled meetings are excellent, you must provide multiple contact channels.
For instance, you could send out internal email surveys, conduct group calls, and provide one-on-one assessments upon request. People should feel they can always reach out if they have concerns or want job advice.
3. Recognize your employees
Around 37% of employees state they’d produce better quality work if their employer gave them more recognition. Building a culture of feedback involves noticing and reacting positively to their achievements. Goal-setting and frequent assessments are more successful when you provide positive reinforcement. People are more driven to increase their performance when they feel their individual contributions carry weight.
While large gestures like bonuses, raises, and promotions can significantly impact them, you can also show them they matter in smaller ways. You can give employees minor gestures of recognition — like customized cards, workplace awards, or certificates of achievement — to drastically increase their motivation to succeed. The little things add up.
You can embrace appreciation at work with an employee recognition software like Mirro. You will be able to create a safe and friendly space for your team members to express gratitude to colleagues at any given moment, thanks to the Kudos feature.
4. Set the standard yourself
Management’s behavior is fundamental to success. Your employees are more likely to adapt to new company culture when their higher-ups model new expectations. Many people look to their superiors for guidance.
Giving feedback at work is an excellent start, but you should also give yourself goals and openly communicate to set the standard. Your effort in personally driving positive change is essential.
5. Support employee feedback
If you strengthen your relationship with employer feedback opportunities, your employees are likelier to stay and grow in their roles. It lets you address their concerns directly, making them feel heard and appreciated. It also gives you the chance to improve your business significantly. After all, they’re giving you valuable insider insight into operations.
You must show you receive and appreciate their voices. Whenever they provide input, genuinely consider where they’re coming from and if your workplace can improve. A continuous feedback culture relies on employer improvement as much as it does the employees. Even if you don’t implement their suggestion, show you recognize its importance and thank them for their contribution.
With performance management software like Mirro, you can share and request feedback through forms people will enjoy filling out. Promoting a culture of continuous improvement and growth through feedback sharing has never been easier!
6. Schedule routine meetings
Receiving feedback at work can be an incredibly motivating experience, but many workplaces only offer limited assessments — most people crave more.
Nearly one-third of employees expect an annual performance review at minimum. You must schedule routine meetings more often to establish an open communication culture. For example, you could host monthly virtual get-togethers. Increasing frequency is essential.
7. Create a safe space
A company culture of discussion is only possible if all parties are comfortable giving and receiving feedback. You can encourage participation and put employees’ minds at ease by scheduling meetings in advance and being open about what you’ll discuss.
In addition, you can let them know you’re open to their input. You can demonstrate your willingness to embrace change to help them feel more open.
Creating a culture of feedback
Giving and receiving feedback at work can help your workplace grow. Employees thrive on consistent communication, so creating a responsive and open company culture can significantly help. It can increase their performance, strengthen their relationships and improve their development in their roles.
