Employee feedback in the past was often limited to the yearly performance review. However, changes in employee expectations mean more organizations are providing regular feedback to their employees – and those that don’t are considered outdated and uncompetitive.
There are good reasons underlying this change - research has found regular feedback to bring a multitude of benefits to the organization. It has also been found a more effective mechanism for employee development than the traditional model of scheduling yearly performance reviews. One study found 77% of HR executives believe performance reviews do not provide an accurate representation of employee performance – and the science backs them up on this.
The following are just five of many advantages you can realize simply by providing your employees with regular developmental feedback.
1. More Engaged Employees
Employee engagement is a key source of competitive advantage to organizations – more engaged employees are more productive, higher performers. Collecting regular employee feedback, generating insights and taking quick action on this feedback has been supported to improve employee engagement levels, and facilitate continuous performance improvements.
2. Better Coaching & Development Outcomes
Feedback during the coaching process is crucial to success. Providing regular feedback during coaching sessions builds self-awareness and facilitates improved behavioral changes.
3. Reduced Turnover
Providing regular feedback to employees has been linked to decreased turnover rates for almost 50 years. Accordingly, a lack of regular feedback has been linked to higher anxiety and reduced job satisfaction, leading to higher turnover.
4. Loyal Employees
Providing feedback to employees has proven effects in increasing their loyalty to your organization. Not only are they less likely to leave your company, but they are more likely to work hard, prioritize the interests of the company, and be committed to the company’s success.
5. Improved Performance.
Providing employees with developmental and evaluative feedback has been found to significantly improve job performance. What’s more, developmental feedback improves intrinsic motivation in employees, further boosting job performance.
These benefits all point to a clear conclusion – if you don’t currently provide regular feedback to employees in your organization, you are not capturing their full potential.
It may seem a daunting, time consuming, and costly process to implement regular feedback if you don’t do so already. Thankfully, People Analytics provides a solution.
The MultiRater Surveys platform can collect employee performance data in a way which is efficient, cost-effective, accessible, and updated in real time. It can output reports instantly which can be used to provide feedback and developmental advice and track their developmental progress.
This facilitates clear, concise, and effective communication of feedback to employees which is based on multiple sources of performance data.
If you would like to discuss ways to implement employee feedback programs in your organization, please don’t hesitate to reach out to Michael at firstname.lastname@example.org.
 Zabriskie, K. (2018). Satisfying a Demand for Dialog: Routine employee feedback is no longer optional. Talent Management Excellence Essentials, retrieved from https://search-proquest-com.ezproxy.library.uwa.edu.au/docview/2046059153?accoundid=14681
 Heller, M. (2017). Real-time, ongoing employee feedback: the perk that actually retains. Strategic HR Review, 16(3), 125-130. DOI: 10.1108/SHR-03-2017-0016
 Black, J. (2017). How employee feedback is shaping up to fuel the workplace revolution. Recognition and Engagement Excellence Essentials, Retrieved from https://search-proquest-com.ezproxy.library.uwa.edu.au/docview/1953017295?accountid=14681
 Qian, J., Yang, F., & Han, Z.R., Wang, H., & Wang, J. (2016). The presence of a feedback-seeking role model in promoting employee feedback seeking: a moderated mediation model. The International Journal of Human Resource Management, 29(18), 2682-2700. DOI: 10.1080/09585192.2016.1255902
 Walsh, J.P., Ashford, S.J., Hill, T.E. (1985). Feedback Obstruction: The Influence of the Information Environment on Employee Turnover Intentions. Human Relations, 38(1), 23-46. Retrieved from Sage Publications.
 Federman, B. (2009). Employee Engagement: A Roadmap for Creating Profits, Optimizing Performance, and Increasing Loyalty (1st ed.). Hoboken: Wiley
 Yun, G., Jianqiao, L., Shudi, L., & Yanhong, Z. (2014). The Mediating Role of Intrinsic Motivation on the Relationship between Developmental Feedback and Employee Job Performance. Social Behaviour and Personality, 42(5), 731-741. DOI: 10.2224/sbp.2014.42.5.731