Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers!
Today’s Question: So you’ve solicited employee feedback — now what? What steps should an organization take once employees have spoken up?
These answers are provided by Young Entrepreneur Council (YEC), an invite-only organization composed of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs.
1. Communicate Any Changes to Employees
Have a team meeting and communicate to your employees the changes that need to be made so that they are aware of the situation at hand and the fact that you are acknowledging their feedback. Validation is a very important part of the feedback management process.
— Patrick Barnhill, Specialist ID, Inc.
2. Create Space for Candid Conversations
Companies should protect their employees and give them the space to talk candidly, rewarding them for beneficial honesty. Employees are afraid of speaking up because they want to keep their heads down and stay out of trouble. If you can build trust that the feedback will go to improving the company, then employees can provide meaningful contributions to business operations.
— Duran Inci, Optimum7
3. Don’t Compromise Anonymity
Open up your feedback channels without compromising anonymity. We have cafecito breaks (because we are in Miami) that serve as feedback time. Not all. . .
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