Do you want to improve your company’s feedback culture by optimizing your performance management and implementing an employee feedback tool? TruQu has done research about this topic and Saira would like to share her experiences in this blog. In her role as activation & engagement manager she has experienced the success of technology as a way to stimulate a feedback culture. Our technology gives employees the opportunity to ask feedback in a low threshold way. Personal growth and development are tracked in the tool.
A customized planning based on experience
After months of research and experience with different kinds of customers, we have developed a qualitative and efficient method for a successful implementation. Together with the customer we set up a complete schedule. In this schedule, we thoroughly go through all the steps. We develop a customized schedule so that it is seamlessly integrated within the organisation. We also analyze what steps need to be taken in the tool in order to introduce the app in all levels of the organization.
Where does your organization stand?
Where does your organization stand? How is the organization structured? Rigid and top- down or a very flexible organisation with a bottom-up structure? Together we will research all the answers to the questions that have an influence on the schedule and assess to what extent the organization is ready for feedback. More flexibility means a greater ability to innovate and change.
Provide clear communication
Once the planning is done the roll-out starts. A crucial part is the preparation of communication and managing the expectations of the employees. Provide clear and concise communication. Every professional loves clear expectations that are realistic and feasible. This contributes to the creation of a secure environment.
Practice with each other
Take your colleagues with you in a safe and low threshold environment and practice with each other. Exercise to give each other ‘real’ feedback, feedback that is useful. You might start with your management or HR team and expand from there. Also a part of practicing is trying to ask the right questions. By starting with a small group, you can learn from their experience. Use this experience to spread the feedback culture throughout the organization.
Give employees responsibility, but plan together
At what moments do you apply your recently received feedback? Do you plan these moments or are you constantly aware of your point of development? Discuss these questions with the employee and guide this as a manager. Think about a specific style of learning and give employees the autonomous power to take responsibility. Set frameworks and guide on successes. Decide at what times you should use technologies and when you will need an offline conversation.
How do you receive honest and constructive feedback?
Collaborate and get stronger together. Be open and make sure that you are accessible, only then you will receive honest and constructive feedback. Engage with your colleagues, inside or outside your team, as long as it fits your style. Use the power of repetition and learn from the moments that are most important to you.
Time for engagement. Is your organisation ready for online feedback?
Once the implementation is finished, the engagement begins. Feedback is not a short-term relationship, it should be a new way of working. Make sure that you get hold of it as an organization and take time to make the changes. By putting enough time and energy in the implementation, you’re building a solid foundation. A good engagement is important, I will tell you more about this in a next blog. Do you want to know if your organisation is ready for online feedback? Contact me.