What is the feedback driver?
The feedback driver measures how employees feel about the feedback they receive at work. This driver helps leaders understand the effectiveness of their communication with employees.
The feedback driver looks at two components of feedback - frequency and type of feedback. The cadence that feedback is given is reflected in how employees feel about the frequency of feedback. Providing feedback that is constructive for employees is also part of the feedback driver.
What statements measure the feedback driver?
In the Emplify Engagement Assessment, employees are prompted to reflect on the following statements related to Feedback and share how strongly they agree or disagree:
- I get sufficient feedback about how well I am doing.
- I get feedback that is constructive.
- I receive feedback on a regular basis.
How does the feedback driver impact engagement?
Employees typically reflect on the type and frequency of feedback that they receive from their direct manager when responding to this driver. When feedback is not frequent enough, employees can lack clarity about important aspects of their work. The right type of feedback that is balanced with positive reinforcement and constructive growth opportunities can also help employees identify opportunities to further engage and connect with their work.
Promoting feedback as an organization leader
As a leader in the organization, modeling feedback and promoting opportunities for regular cadences of feedback throughout the organization can help to strengthen this driver. Consider how you share feedback with your team. Do you have a recurring time for 1:1 conversations? What does the agenda for these conversations look like? As you look at opportunities across the organization, identify how you can create space for more feedback conversations. Do teams have time to sync on a daily or weekly basis? Are managers encouraged to meet with their reports? Recognition programs are a great way to share additional feedback with employees.
Promoting feedback as a direct manager
As a direct manager, providing feedback to your team is very important. Make sure you have time to meet 1:1 with each report on a regular cadence. Having a planned agenda to celebrate wins, discuss blockers or challenges, and provide coaching can make this a time of meaningful feedback. Feedback can extend beyond the 1:1 setting by allowing time for the team to share feedback with one another through a regular sync or huddle.