is opening opportunity for input and feedback from the lower chains of the hierarchy toward the top.
Employees in all levels of seniorities have lived experience in their role and experience of being part of the company, so listening to feedback from them allows higher level management to assess the feedback in order to implement measures that actually work.
Imagine implementing a new costing process without understanding the benefits and drawbacks of the current system. Is there an issue with the current pricing process? What are the employees in that department saying? Can they offer a better time saving suggestion that will allow the company to invest the saved time into other areas of the business to drive more revenue? Will a new pricing system save costs? There are so many questions, each better answered by those actually involved in the process.
Employees also feel valued when involved in process making which increases levels of engagement and dedication. On the flip side, ill-informed processes can affect employee motivation as employees feel undervalued.
So many industries are finding it difficult to retain some of their talent, so a good strategy is to introduce two-way feedback. Don’t be limited with what you can discuss. Two way feedback isn’t limited to performance issues. Employers should actively seek feedback on new products, new services, ideas for growth, new employee benefits and others.
For ideas for feedback initiatives - give me a shout.
Founder of HR Habitat, award winner of "Best HR & Employment Law Consultancy, 2024" title. As featured in BBC Oline, BBC Asian Network Radio, Telegraph & more.
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