Employee engagement is about the emotional connection your employee has to his or her job and the enthusiasm they bring to it. Employee recognition, autonomy, learning and development opportunities, office safety and wellbeing are key factors to employee engagement. Feedback has become an increasingly important key factor.
Global studies prove the sensitivity of employees to feedback.
Check out examples:
- A survey conducted by leadership trainers Zenger Folkman that looked into the feedback practices of 22,000 leaders around the world found that leaders who scored in the top 10 percent on giving feedback had employees who were three times more engaged than employees with leaders scoring in the bottom 10 percent. Unsurprisingly, the study also revealed that the bottom 10 percent of leaders had employees who were three times more likely to think about quitting.
- 80% report a more positive employee experience when employees agree they receive feedback on work performance. (IBM The Employee Experience Index)
- Research by Qualtrics shows that turning feedback into action leads to high employee engagement. On the other hand, employee engagement and motivation seem to be affected in companies that don’t. They only have an engagement score of around 40%.
- 43% of highly engaged employees receive feedback at least once a week compared to only 18% of employees with low engagement. (OfficeVibe)
- 64% of HR leaders say an always-on feedback tool is essential to an engagement listening program, but only 20% have this kind of tool in place. (Achievers)
- Employees want to see their employers take feedback seriously and take action, ensure that their workplace has 100% anonymous feedback channels, and make giving and receiving feedback a part of work culture. (AllVoices)