Management

People-Centric Feedback: How Do Businesses Use It?

One vital part of attracting talents is receiving and giving people-centric feedback. Strengthen your feedback culture with Flextribe.


Automated feedback loops save companies time and resources. One vital part of attracting talents is receiving and giving people-centric feedback. In this guide, Flextribe shows you how technology can help you strengthen your HR through simple steps. Strengthen your feedback culture with Flextribe.

The reality is this: 69% of workers say they would work harder if they felt their work was recognized more. Another study showed that 92% of employees agreed that negative feedback could improve performance if delivered correctly. This indicates that there is a need for feedback amongst workers – preferably the kind that promotes growth.

Growth-oriented feedback culture

What “growth-oriented feedback” entails is that it is set up to motivate, empower and improve employees. This type of feedback initiative is about thinking forward: it’s about a powerful learning experience for both employer and employee. The result of this culture is employee enablement.

Employee enablement is a systematic approach to strategically engaging employees. First, a business provides employees with everything they need to excel through learning and training. Essentially, companies invest in their workers by enabling them to be better. This is where feedback, particularly future- and growth-oriented, is vital to enablement. Therefore, companies must optimize their way of engaging and enabling employees.

One of the rising ways to do this is to include room for development. An example could be to create an interview with a consultant and ask them:

What tools and resources do you already have? 

How are the tools beneficial to you to perform your job?

Do these tools ever hinder your ability to work optimally?

What tools or resources would you like to use in the future?

 

What you might learn from this, is more than you will ever learn from a once-a-year performance review. By engaging with internal and external employees by asking them about development goals, areas of improvement and development, you will identify gaps in your work methods and practices – and from there, you can adjust accordingly.

Technology helps

More than 82% of leaders think humans and machines will work as integrated teams in their companies within the next five years. Machines, software and artificial intelligence are already making job processes more effortless, and with Flextribe, companies can automate tedious tasks and save time and resources. Dell Technologies asked leaders around the world how companies might accelerate digital transformation, and the answer was clear:

 


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To accommodate the shift in work practices, it is not only the mindset that plays a role. Technology can help you define and visualize your company. Perhaps an online questionnaire, a digital pitch deck or an interactive quiz can help you align flexible workers with your company culture. An online onboarding process might improve your workers’ impression of the workplace before they even start. Finally, an employee feedback survey can save you time and resources – this is where freelance management systems can come in handy.

Feedback goes both ways

So, you’ve given feedback to a consultant or freelancer, and the project is over. Wrong. A two-way performance review can benefit the freelancer and your organization, and it is a great way to get ahead of the competition. Identify areas to improve, develop a plan to tackle them, and take action.

To be successful with peer evaluation, you need to relocate resources for it. Spend time composing questions for a performance review. What do you want to know? Did you check in enough during the period? Was your brief clear? Was your onboarding process seamless? What could be better? These are the questions that strengthen your business. The answers will help you create a workplace that is desired by others. 

We know you might think: “...but feedback sessions and performance reviews take time! Too much time!” And they do if done manually… But with Flextribe, you can build people-centric feedback loops that do all the work for you.

What is a feedback loop?

Simply put, a feedback loop is a feedback system that stores data, analyzes it, and takes action based on the feedback. Let’s give an example. A freelancer contract has ended, and you are now sending and receiving feedback through Flextribe. What the feedback loop provides is a series of actions based on feedback. For instance, if the feedback is positive between both parties, the software may suggest adding the consultant to your database for future collaboration and vice versa. On the other hand, if the feedback is negative, the loop might trigger a detailed questionnaire to be sent – one that can help the company or the consultant elaborate on what was missing or lacking during the project.

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Another example of feedback loops would be the one we all know. You buy something online, and the company sends you an email asking how your shopping was. After the delivery service has delivered your package, you receive an email that asks you to rate your experience. Then, finally, the company asks you to rate and review the items you’ve bought. This is a feedback loop. Everything is automated, and depending on how your experience was, the responses you give will trigger some actions.

Essentially, a feedback loop does your work for you. You can create event-based surveys or make a series of actions follow a specific type of interaction. The loop is automated – you don’t need to do anything! Instead, you can sit back and rely on the data to speak for itself. This way, you improve your onboarding or off-boarding processes, understand what business partners want from you, and adjust your business accordingly. Get the full, 360º, holistic view of your employees with Flextribe.

To sum it up, with a people-centric approach to feedback and automated technology, businesses can:

  1. Build better relationships with internal and external workers
  2. Improve talent hires and acquisition through learning
  3. Identify employees’ needs for development and growth
  4. Facilitate open, future-oriented communication and collaboration
  5. Provide open access to organizational knowledge

 

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