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…Okay, so this evening I read a great piece from Josh Bersin on LinkedIn entitled Employee Feedback is the Killer App: A New Market Emerges. It’s probably the best piece I have read about employee engagement and feedback in, well, ever. I highly recommend checking it out here. Starting with a visual, though, check out the below graphic – per research from Workboard – which shows the correlation between feedback and engagement:

Feedback Deloitte

^So for many people this is intuitive. People like to be told how they’re doing, and they especially like to be told they’re doing a good job. But of course this is easier said than done. The age old problem is coming up with a way to regularly deliver both positive (and constructive) feedback in a way that helps teams get the best out of one another.

Bersin recommends tacking this challenge through a combination of pulse surveys, anonymous feedback tools (for delivering constructive feedback), conducting cultural assessment diagnostics, and social recognition. He emphasizes that there isn’t really a right or wrong approach for any individual company – the tools a company uses to move the needle on feedback and the form that feedback takes in large part depends on the organization.

…The cool thing about all of these tools though is that are they are speaking to three basic truths about human beings (in both work and personal contexts):

  1. We each respond to and deliver feedback differently based on how we’ve been socialized
  2. Everyone has their own rules of conduct (what they believe is right/wrong)
  3. We all (to an extent) have a desire to feel like we’re included (and that we’re adding value)

^There are a ton of great tools out there to help us address these realities about people in the pursuit of greater engagement in the workplace… but at the end of the day all of these tools are simply helping us to (I) understand one another’s values, and (II) establish rules and conduct for collaborating/communicating to bring the best out of one another while respecting those values. Coming up with vehicles to accomplish these two goals doesn’t feel all that daunting, right?

…It’s 7:30 PM so I may be oversimplifying this (in which case I may revisit later), but I wanted to share this piece and a few thoughts here. Please let me know what I got wrong in the comments section below.