Providing high-quality feedback is one of the most important habits a manager can have. It’s also one of the best ways to drive employee engagement.
However, new research from Workhuman and Gallup finds that nearly half (46%) of employees do not get feedback from their managers at the rate they want. What’s more, just 25% of employees strongly agree they receive valuable feedback from the people they work with.
If managers and leaders want their feedback to be acted upon, they must deliver it effectively. Organizations must seize the opportunity to redefine what feedback means to their employees by demonstrating that intentional, meaningful feedback can provide them with real value. When it does, employees turn this value back around. Employees who strongly agree they get valuable feedback about their performance from the people they work with are 5.0 times as likely to be engaged.
New research from Gallup and Workhuman finds that, by combining high-quality feedback with strategic recognition, organizations can build balanced cultures of feedback where employees freely share input and praise with others no matter their role or position.
In this report, you’ll learn:
- What makes feedback meaningful
- How high-quality feedback benefits individuals and teams
- How recognition and feedback can work together to develop healthy cultures of feedback
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