If your team is functioning well and achieving its goals, you may wonder why it would be important to implement a feedback system in the workplace. The truth is, lack of feedback causes employees to self-regulate. Without direction, they may focus energy on the wrong things, or they may even begin to slack off since they haven’t been told whether they are doing well or need to improve in certain areas. According to Officevibe, positive feedback can improve engagement by nearly 30 percent and 40 percent of employees who receive regular feedback report high engagement levels.

How can you implement a feedback culture to continue to improve performance and engagement? Follow these steps.

Create A System That Works Within Your Culture

Feedback shouldn’t be something that only happens when you remember to offer it, or when things go wrong. There are many ways to implement regular feedback. Consider:

• Weekly, 10-minute check-ins with each employee to offer and receive feedback.
• Project debriefs at specific milestones.
• Creating an employee “shout out” program where employees can “report” each other for going above and beyond.

Consider options that work within your existing culture and office framework, so that feedback will feel natural.

Focus on Security

Feedback needs to be offered in a safe manner. Employees won’t feel comfortable sharing feedback if they think it will be used against them and they don’t necessarily want their coworkers to know what types of feedback they are receiving.

When providing feedback for improvement, make sure to frame it correctly, so the employee doesn’t feel attacked. It helps to “sandwich” it between positive notes and to work with the employee on action steps to improve. When soliciting feedback, don’t bristle if someone offers constructive criticism to you or to the company. If they think their feedback isn’t being received, they won’t offer their opinions or feelings a second time.

Offer a Variety of Channels

Face-to-face feedback is important, but there should be a variety of opportunities to offer and receive feedback including written feedback and anonymous surveys. Variety will help create a more trusting and open environment.

Focus on Accountability

Feedback means nothing if it is not followed up with action, nor will it be effective if the focus is on anonymity and secrecy. As you attempt to create a feedback system and culture, talk about the benefits of ongoing feedback and your goals for the shift.

Make sure that feedback is a two-way street, as well. A system that focuses only on giving feedback to employees, but not receiving feedback from them will only make employees wary of the process.

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