Gathering feedback and using it appropriately is essential to assessing the current state of your organization, ensuring buy-in for change, and ultimately making the improvements deemed critical for business success. In the Human Resources sphere when discussing feedback we usually think of how we conduct the ‘annual employee survey’ when we gather data in an attempt to measure engagement levels across the entire organization. Managing this process is crucial and while many organizations are collecting the data they are not applying what they learn in ways that contribute to meaningful and substantive change. In this presentation we explored the key things you should do in order to achieve breakthroughs in performance and innovation and how you can use the insights you gain to seize the opportunities for improvement.
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1. How to Use Employee Feedback for Business
Improvement#HRfeedback
2. Robin Schooling, SPHRRyan CaligiuriManaging Director |
StrategistBusiness Growth StrategistSilver Zebras, LLCClear
Picture@RobinSchooling@RyanCaligiuri 3. what engagement isand isnt
4. employee engagement is the emotional commitment the employee has
to the organization and its goalsKevin Kruse 5. Gallup -
Q12(2012)work units top quartile vs. work units bottom
quartileformed outper10% on customer ratings22% in profitability21%
in productivity 6. by collecting, analyzing and acting upon
information you can drive change in your organization 7. Clarifying
the PurposeThebac Feedcess k ProGathering Feedback Analyzing the
Data Correlating the Data Taking Action 8. step 1: clarifying the
purpose 9. what is your purpose and what is the meaning? 10. nine
performance outcomes lower/less ! ! ! ! ! !higherabsenteeism
turnover shrinkage (theft) safety incidents patient safety
incidents quality incidents (defects)customer ratings/metrics !
productivity ! profitability !Gallup2012 meta-analyses 11. common
business reasons-increase revenue-drive innovation-cost
efficiency-a strategic corporate shift 12. common HR
reasons-increase engagement-improve productivity-reduce
turnover-reduce costs 13. common problems-doesnt have senior
leadership sponsorship-seen as an HR project-conducted in order to
sell employees an idea-viewed as an easy fix 14. a strategic
initiative with the sole objective of providing guidance around the
matter of how and where to invest in people to maximise business
performanceHay Group..2012 15. employees will want to know is this
anonymous? how much time will this take and can I complete during
work time? what sort of incentive is there? 16. employees want to
know their voice will be heard!most important! 17. step 2:
gathering feedback 18. consider multilingual delivery?gather
feedback?online? paper-based? mobile?focus on the diverse needs of
your audience?how will you 19. how you ask the questions may
determine the answerstoo gentle? too confusing? 20. tip!ask both
open ended and closed ended questions 21. howyo u doe su makey s e
th rup? how 22. mobilesocialincentivesthink like a marketer
gamificationwhere are they? 23. step 3: analyzing the data 24. what
are you hearing? 25. types of data quantitativequalitativedeals
with numbersdeals with descriptionscan be measuredobserved not
measured 26. approach the data correctly!dont mistake correlations
for causation!dont make invalid comparisons!accurately establish
margins of error 27. beware of biases and conclusions 28. step 4:
correlating the data 29. what additional data do you need?Photo
credit: swisscan / Foter.com / CC BY-NC-SA 30. HR information
performance datanew hire surveys productivity stats 31.
servicelogistics saleslook across the enterprise 32. other social
data customer reviewscandidate feedback external channels 33. think
about -who and what impacts your department?-how do improvements in
another area impact your success? 34. follow up meetings with
employees small focus groups probe for clarity 35. step 5: taking
action 36. the biggest complaint?ve r c ing e nothof it! mes o 37.
build a timeline 38. to do -set goals-plan for
communication-monitor progress-hold people accountable 39. wits
henction for a timewho will do what by when? 40. considerpulrvey
esu sa su o me tpact re imange f ch o 41. be social collaborative
transparent 42. gathered feedback analyzed the data develop
solutions 43. raving results 44. conclusion have purposetake
actioncommunicate & clarify without data its only conjecture!
45. questions? Robin Schooling, SPHRRyan
[email protected]@clearpicture.comcontact
us!
