So, what are the best questions for getting feedback from employees?Fred Kofman, author of Conscious Business and Philosopher and Vice President at LinkedIn, has suggested a question like, “Is there anything I could do or stop doing that would make it easier to work with me?”...
Open a feedback channel:Show employees that you’re open to feedback by giving them a dedicated space to share it. Officevibe’sanonymous feedback softwarelets team members share their ideas, suggestions, concerns, and questions with their manager, with an option for anonymity. Managers respond ...
What’s the key to good 360 feedback questions? Feedback is crucial to understand how an organization’s employees are supported by management and assisted in their development. For an employee, it’s useful to understand how their work and efforts are being perceived by others, and how they...
Employee feedback is defined as a process of giving constructive suggestions to the employees by their reporting managers and peers.
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Be sure to ask about work-life balance and whether employees feel like they have a good work-life balance. Avoid yes or no. Ask open-ended questions that allow for freeform responses. You can also use scales that allow you to measure sentiment on a spectrum. These are called Likert ...
Annual positive feedback for team members lets employees understand themselves better, especially regarding how they’re seen in the company. Employees also get a better understanding of how their employers feel about them and what they think the employees could do to improve themselves. ...
Skip-level meetings for employees help establish stronger rapport and can uncover concerns, obstacles new insights and more.
Request regular check-ins– suggest periodic feedback discussions for ongoing growth Use open-ended questions– “What areas do you think I could enhance?” Seek actionable insights– “What steps can I take to improve my communication skills?” ...
Frequently Asked Questions How often should I give feedback to employees? Feedback should be continuous and timely. Besides performance reviews, you can share it in your weekly 1:1s, viainstant feedback, and in other contexts. But if there’s nothing to address, don’t think of something ...