How to Create an Employee Feedback System: Easy Ways to Share and Listen
Imagine your organization as a high-performance vehicle.
Just as a car relies on numerous sensors to provide real-time data for optimal operation, your company needs a mechanism to collect insights from a critical source: your employees.
I vostri dipendenti sono gli occhi e le orecchie di tutto ciò che fa la vostra azienda. Raccogliere i loro feedback vi offre spunti di alta qualità per migliorare la vostra azienda.
Developing an employee feedback system helps you capture continuous feedback throughout the employee lifecycle.
In questa guida tratteremo
- What an employee feedback system is.
- How it helps your company.
- How to build one for your organization.
🔄 Che cos'è un sistema di feedback dei dipendenti?
An employee feedback system is a collection of methods and strategies for gathering data on employee experience, engagement, and performance and deriving insights to make improvements.
With well-established approaches to listening to employees, you gain an accurate picture of your team's operations. You'll notice skill gaps, retention problems, and other issues early so that you can build a collaborative solution for any obstacle.
Feedback systems vs. feedback culture
Condividere e ricevere feedback sul vostro lavoro vi sembra naturale e importante come le vostre responsabilità lavorative? Se è così, è possibile che abbiate una cultura del feedback.
A positive feedback loop and culture develop when you have regular, objective communication about how the office runs and your team operates.
Feedback systems are the methods by which you manage, enable, and nurture this culture.
Un sistema di feedback per i dipendenti potrebbe includere
- an online suggestion box;
- (monthly) employee pulse surveys;
- quarterly or annual performance reviews;
- regular one-on-ones with managers;
- 360 feedback cycles for all employees.
When you implement these systems effectively, you'll build good habits and positive attitudes about the usefulness of feedback at work. This is your feedback culture.
📈 Why are employee feedback systems important?
Il feedback dei dipendenti aiuta a individuare le aree di miglioramento dell'organizzazione e a far sentire i dipendenti ascoltati e apprezzati.
Quando prendete sul serio il feedback dei dipendenti, vedrete i benefici estendersi a ogni angolo della vostra azienda.
Scoprite alcuni di questi vantaggi basati sulle statistiche di feedback dei dipendenti:
- Improve employee performance: Employees who feel their feedback is heard are 4.6 more likely to perform better than their counterparts who don't. Acting on employee feedback makes employees feel valued, which increases performance, initiative, and productivity. (Salesforce)\
- Increase employee retention: New hires who are asked for their feedback after recruitment are 91% more likely to stay at the company beyond the first 90 days. (The Talent Board)
- Meet employee needs: The best employee feedback systems respond to what most employees want. For example, 60% of employees like getting feedback every week or even every day (HR Dive). Also, employees who are more engaged at work tend to get feedback weekly, as noted by 43% of them (Forbes). Plus, a big majority, 80% of employees, prefer to get feedback right when it's relevant, not just during an annual review (HR Dive).
For People Ops teams, the employee feedback system is also a key source of information on the needs of your workforce. You need to understand where your employees currently are to design a plan to get them where you want them to be.
By listening to and acting on employee feedback, you develop a sense of investment in the workplace. Your workers feel they are active participants in improving the company rather than replaceable resources.
👀 Check out our deep dive investigating the importance of employee feedback.
⚙️ How to create an employee feedback system in 5 steps
Your employee feedback system should be tailored to your employee life cycle and overall experience.
Follow these steps to create your organization's custom and automated employee feedback system.
1. Identify opportunities to ask for employee feedback
You want to gather honest feedback throughout the employee lifecycle to establish an authentic feedback culture.
Reflect on the key moments and transitions each employee experiences at your organization. Identify specific occasions when gathering feedback can provide vital insights into your company's operations and culture.
Alcuni punti comuni per raccogliere il feedback dei dipendenti sono
- at the close of recruitment and onboarding;
- during quarterly or annual performance reviews;
- on a weekly basis during one-on-ones;
- before or after company-wide changes or initiatives.
Feedback can flow in multiple directions: between employees and managers, among peers within a team, or between interdependent teams.
You can gather feedback up and down the chain of command, or ask employees to provide self-feedback ahead of a performance review.
360 feedback software like Zavvy can help you set up feedback in all directions depending on your company's unique needs.
While establishing these feedback loops and touchpoints, remember that the goal is to consistently find new ways to leverage employee feedback for better understanding your team's needs and addressing business challenges.
2. Mappate i metodi di feedback dei dipendenti nei tempi e nei canali giusti.
When you ask for feedback continuously, use various methods and strategies for capturing that feedback. A variety of employee feedback tools and mechanisms not only engages your team but also ensures that the feedback collected is situationally appropriate.
For instance, compare a manager's one-on-one meeting with an employee pulse survey. While both might occur weekly, the one-on-one is ideal for more personal, detailed conversations.
In contrast, an employee pulse survey conducted through a simple online questionnaire can efficiently capture broader sentiment. Distributing these surveys via convenient platforms like Slack can boost response rates and improve employee engagement.
Meglio ancora, inviate questi brevi sondaggi attraverso il sito Slack.
You'll have to think carefully about the goal of each type of feedback to decide on the right method. Though this strategic alignment may demand effort upfront, the investment pays off by establishing a resilient and responsive employee feedback system.
3. Creare sondaggi di feedback per i dipendenti
Una volta determinati i tipi di feedback di cui avrete bisogno in quali momenti, scrivete le domande per ogni sondaggio di feedback sui dipendenti.
Quando sviluppate le domande di feedback per i dipendenti, scegliete alcune domande standardizzate che vi aiutino a misurare i cambiamenti nel tempo. Per esempio, il sondaggio sul polso dei dipendenti potrebbe sempre valutare la soddisfazione dei lavoratori su una scala da 1 a 10, fornendo così una visione a lungo termine della felicità media nel vostro ufficio.
Per il feedback a 360 per i dipendenti, utilizzate un mix di domande standard e aperte, indipendentemente dalla direzione che prenderà il feedback.
Le domande standard del feedback 360 possono aiutare a misurare le competenze o i requisiti aziendali. Le domande aperte consentono di ottenere un feedback qualitativo che potrebbe non essere colto in una scala di valutazione.
Costruite i vostri sondaggi di feedback sui dipendenti con il vostro costruttore di moduli preferito. Le piattaforme di enablement dei dipendenti, come Zavvy , includono costruttori di moduli nativi e integrazioni con strumenti come Typeform, offrendovi molti modi per personalizzare i sondaggi in base alle vostre esigenze.
Whatever tool you'll end up using, here are a few practical templates you can use right away:
📊 Pulse survey template
👥 Peer feedback template
4. Automatizzare il sistema di feedback dei dipendenti
Since you've planned when and how to get feedback during different stages of your employees' experiences, think about making the whole feedback system automatic.
Feedback automation means sending the feedback surveys to the right people at the appropriate times. When you set it up beforehand, you can see the big picture of the feedback culture you're developing rather than trying to gather feedback on the go.
Un software per lo sviluppo dei dipendenti come Zavvy consente di automatizzare ogni componente del sistema di feedback dei dipendenti, tra cui:
- Sending pulse surveys regularly through Slack, whether they're weekly, monthly, or yearly.
- Getting feedback on onboarding and training after 30, 60, and 90 days of someone being hired.
- Conducting quarterly and annual performance evaluations.
- Doing 360 feedback for everyone involved.
You can set surveys to automatically reach employees based on their role, how long they've been at the company, or specific actions they complete.
Zavvy also lets you integrate feedback collection into ongoing employee training, helping you gather fresh insights on how well your employee development efforts work.
5. Analizzare i dati e migliorare la propria attività
Una volta che il sistema di feedback dei dipendenti è attivo e funzionante, raccogliete i dati in un unico posto e analizzateli regolarmente per ottenere informazioni.
È possibile tenere traccia dei dati di feedback dei dipendenti in un semplice foglio di calcolo o in uno strumento di reporting. Alcuni strumenti, come il software di feedback 360, consentono di sviluppare il sistema di feedback e di analizzare i risultati nella stessa applicazione.
A good start is to use these employee feedback tools to understand how things are at the beginning. This gives you a starting point to compare against later.
For instance, if your regular employee satisfaction score from pulse surveys is usually around eight out of ten, and suddenly it drops to five or six, that's a clue something might be wrong.
Try to figure out what might have caused the dip. It could be due to recent changes in how things are done or maybe everyone's just really busy. If it's not clear what the issue is, you should ask more questions to get to the bottom of it.
🏢 2 Employee feedback system examples
Volete vedere un sistema di feedback dei dipendenti in azione? Date un'occhiata a questi due esempi di sistemi di feedback dei dipendenti per trarne ispirazione.
Hotjar’s 5-part feedback tracking
Hotjar fornisce un software di tracciamento del comportamento degli utenti digitali e dei feedback per le aziende online, ma prende sul serio anche i feedback dei dipendenti.
Per mantenere gli ingegneri del software, i marketer e gli altri membri del team al massimo delle loro capacità, Hotjar ha sviluppato un sistema di feedback dei dipendenti diviso in cinque parti per mantenere i dipendenti impegnati. Il sistema comprende:
- Biweekly employee pulse surveys where employees rate their experiences on a scale of one to five.
- One-on-ones where the team lead reviews the form and talks the employee through their current challenges.
- Performance reviews at regular intervals to formally plan for ongoing training and goal setting.
- Self-reflections on strengths and areas of improvement, similar to Agile retrospectives.
- Ongoing informal feedback to allow for continual improvement.
I diversi tipi di feedback dei dipendenti creano un sistema solido in cui ci sono più modi per essere ascoltati. La riflessione personale aiuta i dipendenti a sentirsi a proprio agio nel criticare il proprio lavoro, aprendoli a un maggior numero di feedback da parte degli altri.
Adobe’s progressive feedback system
Nel 2012, Adobe ha abbandonato il processo standard di valutazione delle prestazioni a favore di un sistema di feedback flessibile chiamato Check-In. Ora principalmente digitale, Check-In è un sistema di feedback composto da:
- Un'applicazione web centralizzata per monitorare obiettivi e crescita
- Opportunità di feedback 24 ore su 24, 7 giorni su 7, con i manager e i loro diretti collaboratori
- Conversazioni trimestrali di verifica per allinearsi sugli obiettivi
Il programma Check-In di Adobe si allinea anche con lo sviluppo continuo dei dipendenti, fornendo risorse chiare sui potenziali percorsi di crescita di ogni persona.
🔍 Check out our detailed analysis of Adobe's feedback system, and ways to replicate it in your company.
P.S. Like Adobe, Zavvy's talent development software allows you to merge employee feedback with training and development in a single platform, creating a better employee experience.
➡️ Effortlessly create an employee feedback system with Zavvy
Lo sviluppo di un sistema di feedback dei dipendenti è fondamentale per far crescere con successo la vostra forza lavoro nel tempo. Non solo si creerà una cultura del feedback, ma si otterranno anche informazioni utili per migliorare l'esperienza dei dipendenti e le operazioni aziendali.
Here’s how you can use employee enablement software like Zavvy to build an automated employee feedback system to improve your business today.
- Start with 360° feedback: Use Zavvy's feature to set up a 360° feedback system, customizing the process according to your company's needs.
- Implement performance reviews: Employ the performance reviews tool to assess and measure employee performance objectively.
- Set and align goals: Use the goals feature to establish and align individual or team goals and OKRs (Objectives and Key Results) within your organization.
- Engage with feedback templates: Explore and employ Zavvy's feedback templates to facilitate the feedback process and ensure consistency.
- Analyze and act on feedback: Analyze the feedback data collected through Zavvy's tools to identify trends, insights, and areas for improvement.
- Iterate and improve: Continuously refine your feedback process based on analytics and feedback to foster a culture of continuous improvement and development.
📅 Book a demo to see how Zavvy experts can help you set up an engaging and efective feedback system.
❓ Domande frequenti
What is an employee feedback loop?
An employee feedback loop specifically refers to the process of providing feedback to employees regarding their performance, behavior, or contributions, and then incorporating their responses or actions to drive improvement or change. It involves regular communication channels between employees and managers, where feedback is given, received, and acted upon to enhance individual and organizational effectiveness. This loop fosters a culture of open communication, accountability, and continuous improvement within the workplace.
Che cos'è il software di feedback dei dipendenti?
Employee feedback software is a tool that facilitates the collection, analysis, and management of employee feedback. It helps organizations gather insights on performance, engagement, and satisfaction, enabling data-driven decisions for improvement.
What is an employee feedback mechanism?
An employee feedback mechanism is a structured process or system through which employees can provide, receive, and discuss feedback. It typically includes regular reviews, surveys, and channels for ongoing feedback to support communication and development.
How do you create a feedback loop for employees?
Creating a feedback loop for employees involves establishing a systematic process for collecting, analyzing, and acting upon feedback from employees. This can be achieved through various channels such as surveys, suggestion boxes, one-on-one meetings, or performance reviews.
By encouraging open communication and actively soliciting feedback, your organization can gain valuable insights into employee satisfaction, engagement, and areas for improvement. Plus, transparently communicating how you'll use the feedback and demonstrating a commitment to addressing concerns will foster trust and engagement among your people.
What is a good example of a feedback loop?
A good example of a feedback loop for employees is the performance review process in many organizations. Employees receive feedback from their managers on their performance, goals, and areas for improvement during regular review meetings. After receiving this feedback, employees may take action to address any identified areas for development, such as attending training sessions or seeking mentorship. Subsequently, in the next review cycle, managers can assess the employee's progress and provide further feedback. This continuous feedback loop allows employees to continuously improve their performance and skills, leading to professional growth and development within the organization.
What is an effective feedback loop?
An effective feedback loop is a systematic process that enables continuous communication and exchange of information between parties to improve performance, outcomes, or relationships. In the context of organizations, it involves providing feedback, receiving responses or actions, and then using that information to adjust behaviors, strategies, or approaches.
What is a continuous feedback system?
A continuous feedback system is a method of providing feedback to employees in real-time or on an ongoing basis, rather than waiting for scheduled performance evaluations. This approach emphasizes regular communication between managers and employees, enabling timely adjustments, recognition of achievements, and course corrections as needed.
By giving feedback in the moment, employees can more effectively understand their performance, areas for development, and alignment with organizational goals. Continuous feedback also promotes a culture of learning and growth, where employees receive timely guidance and support to excel in their roles.
How do you structure employee feedback?
Structuring employee feedback involves setting clear objectives, choosing the right frequency, and ensuring feedback is specific, actionable, and balanced. It should be integrated into a regular process that promotes constructive dialogue and continuous improvement.
What are the three types of performance feedback?
The three types of performance feedback are:
- Positive feedback: Encouragement and recognition of employees' strengths and achievements to motivate and reinforce desired behaviors.
- Constructive feedback: Offers specific guidance on areas for improvement without being overly critical, helping employees grow and develop.
- Negative feedback: Highlights areas of underperformance or behavior that needs correction, requiring careful delivery to avoid demotivation.