When employees feel comfortable sharing, asking for, and receiving analysis of their performance, you can expect notable changes in how your company operates. Here are five positive changes you can expect.
1. Improved performance at all levels
Feedback is a critical component in improving performance organization-wide and is a two-way street. Not only is it important for managers to regularly provide feedback to their direct reports, but employees should share it with their managers and their peers as well. As the amount of feedback exchanged increases, it provides managers with insights into how their leadership skills, and employees insights into their work from the people they work most closely with. The result is that everyone is able to reach better decisions, improve performance, and generally succeed in their role. In a recent Impraise survey, we found that 72% of users found that feedback exchanged through Impraise contributed to their performance improvements.
2. Transferred ownership of professional development
Everyone has a unique set of strengths and developmental areas, making it difficult to apply a “one-size-fits-all” model to professional development. By implementing an easy and structured way to request feedback when it matters most, you are actively putting people in the driver’s seat of their development instead of having to constantly initiate the process.
For example, with our most successful users we see that they often take the opportunity to ask for feedback at the end of a big meeting, project or sprint, to ensure they get actionable insights in a timely and contextualized manner. With this shift, people become accustomed to requesting feedback whenever they want or need it, creating a workforce of empowered employees, while also taking pressure off HR.