You’ve extended the job offer and prepped your orientation process. Now all that’s left is for your new employees to get started. But how do you know that your onboarding program is working? Simple. Ask them! Feedback isn’t just constructive criticism and instruction from the top down. Feedback should be a two-way street and that goes for new employees too. Get their feedback on how things are going right from the start so you can ensure each new hire has the resources they need to succeed and a great experience from day one. Below we’ll cover why new hire feedback is important and break down the first six months of onboarding and how you can gather (and provide) constructive feedback along the way. Employee engagement is the highest for new hires (compared to all employee tenure groups). This is likely due to newer employees receiving abundant attention, developing new relationships, and encountering what seems like limitless potential for growth and success. However, the new hire honeymoon period can quickly fade if employees are left alone to figure out workplace policies, role expectations, or even basics like the location of the nearest restroom or where people tend to eat lunch. Having an onboarding roadmap sets new employees up for success and can elongate the happy honeymoon period. A critical part of this onboarding roadmap is ensuring new hires receive and can ask for feedback along the way.
The importance of asking for new hire feedback
You’ve extended the job offer and prepped your orientation process. Now all that’s left is for your new employees to get started.
But how do you know that your onboarding program is working? Simple. Ask them!
Feedback isn’t just constructive criticism and instruction from the top down. Feedback should be a two-way street and that goes for new employees too. Get their feedback on how things are going right from the start so you can ensure each new hire has the resources they need to succeed and a great experience from day one.
Below we’ll cover why new hire feedback is important and break down the first six months of onboarding and how you can gather (and provide) constructive feedback along the way.
Employee engagement is the highest for new hires (compared to all employee tenure groups). This is likely due to newer employees receiving abundant attention, developing new relationships, and encountering what seems like limitless potential for growth and success.
However, the new hire honeymoon period can quickly fade if employees are left alone to figure out workplace policies, role expectations, or even basics like the location of the nearest restroom or where people tend to eat lunch.
Having an onboarding roadmap sets new employees up for success and can elongate the happy honeymoon period. A critical part of this onboarding roadmap is ensuring new hires receive and can ask for feedback along the way.
Yet, no matter how much preparation you’ve done, you can’t predict what every new hire will need or experience when they start working with you. Feedback helps us know if we’re doing something right or wrong, which is especially important to new hires as they navigate through all things new.
In other words, gathering and acting on new hire feedback can help you:
- Identify and address questions, concerns, or confusion new employees may have
- Uncover gaps or barriers in the onboarding process
- Track and measure new employee engagement over time
- Improve the onboarding process and employee experience from the start
New hire feedback is crucial to unlocking a better employee experience, improving performance and retention, and boosting overall employee engagement.
New hire feedback roadmap
The first six months of an employee’s tenure can set the foundation for their long-term experience with your organization. Get the most of your onboarding time (and set your new hires up for success) with the following new hire feedback roadmap.
New Hire Feedback: Week One
Week one is the orientation period where new employees are just getting their bearings.
After the first week, you want your employees to:
- Know what is expected of them and how they fit in
- Feel comfortable reaching out to others with questions
- Have the tools and resources they need to do their jobs
- Learn the benefits, perks, and policies of the organization
- Understand the organization’s mission, culture, and core values
Gathering feedback around these key areas will help you uncover gaps in your orientation process and identify specific needs your new hires may have. By communicating on these issues early on, you can improve your new employees’ first impressions and iron out wrinkles before they become bigger problems.
Use the following best practices to gather feedback during the first week of onboarding:
Introduce your feedback culture.
Don’t wait to start building feedback into your employee experience. For instance, make sure your new hires know both the formal ways your organization collects and provides employee feedback (e.g., employee engagement surveys, quarterly one-on-ones between managers and employees, bi-annual 360’s) and informal opportunities (such as “open door” policies and the ability to ask peers for feedback at any time). Take time to introduce any feedback software, as well.
Review your most recent employee engagement survey results with new hires, including what the team and organization are focusing on as a result. This signals that employee feedback is valued and is part of the everyday culture.
New employees should have constant opportunities to ask questions in this time frame. It’s a good idea for managers to deliberately schedule time with each new hire once per day to address questions, provide guidance, and help a new employee continue to calibrate to norms.
Incorporate peer shadowing.
Create opportunities for new hires to shadow peers. Provide shadowing opportunities with both tenured and somewhat newer employees, if possible, so they can share their experiences. Peer shadowing is a great way for new employees to get comfortable with your team processes and ask questions and get feedback as they go.
New Hire Feedback: Month One
As new employees ease into their regular day-to-day routine, they will typically require more touch points with consistent, open dialogue from their managers to minimize uncertainty.
After one month of tenure, your employees should feel:
- Confident they can do what is expected of them and understand their job responsibilities
- They have been given enough time to learn what is necessary to meet expectations
- Comfortable communicating work-related concerns to their manager
At this point, gathering feedback should be a consistent, built-in process. During the first 2-4 weeks, managers should:
Formalize one-on-one meetings.
New employees should continue having regular check-ins with their manager to tackle any orientation confusion or barriers. Schedule recurring one-on-one meetings with new hires so these conversations are prioritized and planned for.
Gather and provide feedback.
To promote a culture of feedback, managers should solicit feedback from new employees early and often. It’s never a bad thing to ask your new hires: Is there anything more we can be doing to help you onboard? Do you have what you need? Do you need anything more from me?
But feedback is also a two-way street, remember? In addition to soliciting feedback from your new hires, check in regularly to provide constructive feedback and instruction. This will allow you to address whether they’re on-pace with learning, prioritizing the right things in their onboarding, and aligning with the organization’s and team’s expectations and values. Continue to help your new employees orient to expectations and accountability by emphasizing what happens after feedback is given.
Introduce peer feedback.
Peers should feel comfortable providing new employees with feedback, whether it’s related to performance or noticing that a new employee may not be aligned with the organization’s or team’s values. This is a great reason to make sure your feedback software has solicited and unsolicited feedback options.
Coach your team on how to give and receive feedback so that all parties feel comfortable giving and receiving effective feedback. This will help build a culture of trust among team members as they support each other's efforts to succeed.
New Hire Feedback: Month Three
A few months in and your new hires are getting more settled in their roles. As they adjust, new employees should:
- Be comfortable talking with coworkers about topics unrelated to work
- Understand how their performance is measured
- Feel they fit in well with the team and their job role
- Know where to find the information they need to do their job
Make sure your new hires are meeting these benchmarks by providing timely and relevant feedback on their job contributions, with an increasing level of feedback from their peers.
Give regular feedback and recognition.
Employees at this stage may be performing the day-to-day duties of their job, but that doesn’t mean they are doing everything perfectly. That’s OK! They are new, after all. Receiving constructive feedback from a manager is necessary for new hires to grow and develop. (Plus, research found that employees want more feedback than managers are giving.) But don’t forget to call out the good as well.
For example, when you see a new hire implementing feedback you’ve given, reinforce those behaviors by giving them positive feedback. When you see them doing great work, use your organization's recognition tool to publicly applaud their efforts and success.
Ramp up peer feedback.
Peers, too, should continue coaching new employees, because they often have a front-row seat to a new employee’s behaviors and work process. This allows for in-the-moment feedback, when it’s most powerful.
New Hire Feedback: Month Six
By six months in, your newest employees should be feeling comfortable in their work and within their team. As you gather and review feedback, pay attention to the following benchmarks:
- Feel accepted by, and that they can rely on, their coworkers
- Know their coworkers are committed to the organization’s goals
- Understand team goals and accountabilities
- Have the information to do their job well
At this stage, your feedback process should rely more heavily on peer-to-peer feedback, strong one-on-one conversations, and an annual employee engagement survey.
Include new hires in peer feedback.
As new employees start to feel and behave as tenured employees, feedback shouldn’t drop off. However, this is also a great time to increase new employees’ contributions to peer feedback.
For example, employees six months into their tenure should start taking part in 360 feedback.
This positions them to give feedback to others, as well as to receive feedback—reinforcing your feedback culture and giving you valuable insights into the perspectives and experiences of both new and tenured team members.
Maintain regular one-on-one meetings.
One-on-one’s between managers and employees should continue throughout their tenure. Having consistent opportunities to discuss performance, career development interests and opportunities, and engagement barriers is something that even your most tenured employees should consistently take part in.
Use the G.O.O.D. template, structured around Goals, Obstacles, Opportunities, and Decisions, to keep your one-on-one’s focused and productive.
Measure employee engagement.
Even if your organization has a feedback culture that allows employees to give or receive feedback at any time, an annual employee engagement survey provides a formal opportunity to capture feedback about what new hires (and all employees) feel is working effectively in the workplace and what may need to improve. When everyone—leadership, managers, and employees—takes action on the results, the organization’s entire population is subsequently using feedback to improve.
Following a clear new hire feedback roadmap will help you build feedback into your team culture. Keep your new hires engaged and on track by regularly gathering and acting on their feedback from day one. In need of a new hire ideas for your organization? Download our 50 Creative New Hire Orientation Ideas for HR Leaders.
Published January 12, 2021 | Written By Anne Maltese
- Know what is expected of them and how they fit in.
- Feel comfortable reaching out to others with questions.
- Have the tools and resources they need to do their jobs.
- Learn the benefits, perks, and policies of the organization.
- Understand the organization's mission, culture, and core values.
- Show Interest. The best way to get candid feedback from your team is to create a culture of open and honest communication. ...
- Pay Attention to Non-Verbals. ...
- Ask for Feedback From Others. ...
- Avoid Defensiveness. ...
- Own Your Mistakes.
- 1 Don't rush to react, be an active listener. ...
- 2 Be appreciative, thank the other person for their feedback. ...
- 3 Be genuine, apologize if it's necessary. ...
- 4 Summarize the feedback. ...
- 5 Take action and make a positive impact. ...
- 6 Seek additional feedback, follow up and circle back. ...
- 7 Receive feedback with a growth mindset.
Positive feedback you can give
You've been doing a great job lately. You're so talented at staying flexible on any project, which helps everyone on the team. You have grown so much in your role since starting here. Thank you for your hard work, and let me know if there is anything I can do to make working here better."
Today, businesses use SurveyMonkey to create predesigned employee feedback templates to gather engagement insights. The tool can analyze survey data and provide information with your management team. SurveyMonkey can also be used to recruit, onboard, develop and retain employees.
- Thank you for noticing, it really makes me happy to hear!
- Thanks for noticing, I put a lot of time and effort into that project.
- Thanks for taking the time to let me know you feel this way!
- Thank you for the positive feedback! It means a lot to know you've noticed me.
- Thank you for reaching out and providing us with valuable feedback. ...
- We appreciate you sending us your feedback. ...
- We're so happy to hear from you! ...
- It is our pleasure to hear your valuable feedback. ...
- We love hearing from you! ...
- Thank you for your valuable feedback.
- Recognize Good Intentions. We tend to recoil at the inkling of something that doesn't resemble a glowing compliment. ...
- Actively Listen. ...
- Ask Questions. ...
- Summarize the Feedback. ...
- Be Gracious. ...
- Follow Up.
“I believe I would be lost if you weren't in the office, and I'm happy to say that I don't even know if I'm right. Thank you for always being there.” “Actions speak louder than words, and your constant enthusiastic presence breathes life into this organization every day.”
- This thesis statement is very clear. ...
- This paragraph is full of details. ...
- Your introduction really grabbed my attention. ...
- This transition word is perfect for shifting to the next main idea.
- I love how you wrapped up all the main points at the end.
- 1. " ...
- "I appreciate the clarity you provide for project tasks" ...
- "You're very inspirational and give the team excellent motivation to achieve our goals" ...
- "You're always in a positive mood, which encourages me to have a positive attitude"
- Ask for honesty. Encourage the people you ask for feedback to be helpful over nice. ...
- Be specific and timely. ...
- Listen to learn. ...
- Ask clarifying questions. ...
- Take notes. ...
- Commit and follow up.
- Strike a professional tone. ...
- Emphasize facts not feelings. ...
- Watch your words. ...
- Be direct when giving feedback. ...
- Make it a two-way conversation. ...
- Focus on the fix. ...
- Balance negative feedback with praise.
- Use the Right Technology. ...
- Make Questions Direct. ...
- Make Questions Objective. ...
- Don't Ask Yes/No Questions. ...
- Survey at the Right Frequency. ...
- Keep the Survey Short. ...
- Ensure Anonymity. ...
- Cover Important, Relevant Topics.
- Negative feedback – corrective comments about past behaviour. ...
- Positive feedback – affirming comments about past behaviour. ...
- Negative feed-forward – corrective comments about future performance. ...
- Positive feed-forward – affirming comments about future behaviour.
Learn why new hire feedback is an extremely valuable way to learn more about the morale and workflow of a business or organisation.
The feedback culture Make sure your employees know how and where to give feedback so it reaches the right people in your company.. For instance, you may want to let them know of scheduled surveys , one-on-ones with the upper management, and other similar actions; or let them know of more relaxed ways such as talking to peers about feedback or letting them know that they can give their feedback to direct supervisors.. Schedule weekly meetings Your managers should be scheduling weekly conversations with the new hires to ask them for their feedback, clarify if they’re unsure of anything with their role in the company, or ask them how they’re feeling.. This is also your best way of gathering feedback to make the employees feel that they shouldn’t be ashamed to speak up and that their feedback is always welcome.. This is also a great opportunity for managers to provide feedback to the new hires, including letting them know if they’re at the right pacing when it comes to delivering their work and what is expected of them and if they’re aligning with the company’s values.. Introduce peer feedback Whether it’s related to performance or noticing that a new employee might not be upholding the company’s values, it’s important that their peers are comfortable with giving them feedback.. Weekly meetings should still be in place Your managers should still be conducting weekly meetings with your new hires, checking to see if they need anything and providing feedback on their performance, since they are best suited to do so because they have front-row seats to your new hires’ productivity.. Company-wide employee engagement Even though your company may have a feedback culture that captures feedback at any time, it’s still best to conduct a yearly engagement survey , where everyone will be participating from leaders to managers and employees.. This roadmap features different tactics of feedback — like meetings, check-ins, and peer feedback — that help make your new hires feel comfortable, engaged, and on track by gathering and acting on their feedback.. Why New Hires Are a Great Source of Feedback How to Demonstrate You Trust Your Employees 5 Things Successful Companies Do to Retain Their Top Talent
A successful and productive employee experience begins with onboarding. Collecting employee feedback during onboarding is essential.
The seeds of a successful and productive employee experience are born during the ever-important onboarding process that provides the critical first impression a candidate has with a potential employer.. As Betterworks Engage has spoken of in the past, the best tool an organization has in fostering a satisfying employee experience is through insightful employee feedback systems that provide a real-time gauge on satisfaction levels, underlying issues, and particular strengths.. Nearly 70% of workers are likely to stay with an employer for at least three years when onboarding is a positive experience A standard onboarding experience produces 50% higher productivity rates from new hires. To maximize fluidity and consistency, employers should view onboarding procedures as an extension of their recruitment process by continuously showing their people that they’re heavily invested in a positive employee experience.. To create an atmosphere that is conducive towards productive and effective feedback , the onboarding employees should be put at ease and assured that their input into the process is invaluable towards helping the organization improve the experience.. Frequent onboarding surveys can help identify sources of miscommunication, performance shortcomings during the onboarding process Onboarding surveys should be sent during the first day, week, month, and quarter of a new hires’ employment, subsequently more spaced out as time progresses.. Keep onboarding surveys as brief as possible Surveys should contain no more than ten questions and limited open-ended responses Short but consistent, frequent pulse polls should be utilized throughout the first quarter of employment to gauge the impact of the onboarding experience properly Collect specific feedback about milestones achieved while they are still fresh and relevant in a new hire’s mindset. Since every organization has its own set of specific needs and expectations, however, it’s critical to include customized survey questions for pulse polls and abide by a feedback schedule that fits an organization’s onboarding process best.. To get the very most from that experience, an employer must utilize effective feedback systems that begin at the onboarding process to create, curate, and continue as rich and rewarding of an employee experience as possible.. Suffice it to say, the onboarding process plays a pivotal role in developing a healthy and satisfying employee experience that carries through the duration of employment with an organization.. Betterworks Engage’s innovative platform gives companies the necessary tools to monitor employee engagement and gain the actionable insight needed to continually improve that experience, from onboarding to exit and all points in between.
Employee Onboarding - Providing Feedback, How do you know that all the hard work you put into your onboarding of new hires is paying off? Onboarding is not or cannot be a one-way stream of information.
You can and should give new hires the chance to share their feedback about the company in general and the onboarding process in particular.. You can use the information you gather during the feedback process to get a sense of what’s working well in your new hire experience and then make refinements to your program as necessary.. One-on-one sessions are great for collecting qualitative feedback on how employees think and feel.. What feedback do you have about your onboarding experience?. Step 5 − My initial work unit induction was helpful and informative −. Discover whether your organization’s new employee onboarding program is effective.. Does the new staff member understand their job functions and are they learning how to perform their position effectively?
Top 35 Positive Feedback Examples For Employees: 1. I'm really impressed with how you've managed to meet every goal you've set for yourself.
If you have someone like this on your team, here are some positive feedback examples to help you understand how to recognize your people :. Your recent cross-collaboration project received a lot of positive feedback from other teams.. It makes me very proud to have such a dedicated team member working with us.. When we hear such positive things about one of our team members, it makes us very proud that we get to work with such incredible people.. Here are a few examples of positive feedback that will boost your new employees' confidence and demonstrate that they are valuable to the team:. I am pleased to report that I have received a great deal of positive feedback about you from your team members.
Use the new hire questionnaire or online survey to check up on your new employees and gather their feedback on team introductions, employee experience (EX), onboarding, and, training. In this blog, you will learn the 5 best practices to design a newly hired employee questionnaire, new hire survey questions and its new joiner survey benefits.
A new hire questionnaire refers to a set of questions that are asked during/after the employee onboarding procedure of new employees in the organization.. New hire onboarding is an extremely important process and should not be taken lightly.. Employees who go through a structured onboarding process are 58% likely to remain in the organization for up to 3+ years.. To do so you will need a good new hire questionnaire to collect feedback and responses.. If you want to make your hiring and onboarding process seamless and robust, here are the top 15 questions for your new hire questionnaire:. Questions to ask after week one Your employee(s) are still adjusting to the organization’s culture and it is still is pretty much new for them, try and collect their feedback by asking them the following questions:. Questions to ask after week two Your new employee(s) are starting to settle down and now is a good time to ask how well the onboarding process is working out for them.. It is important that this process is taken seriously.. Here are a few benefits of a new hire questionnaire:. Improves the feedback process: By deploying a new hire questionnaire you essentially improve the employee feedback process, thereby improving levels of engagement of new employees.. As you begin to deploy the survey to your new hires, here are the 5 best practices to keep in mind.. With QuestionPro Workforce , you can take a significant step towards conducting and improving your new hire questionnaire and onboarding processes.. Let’s you customize your portal The online HR survey tool lets you customize your surveys and the portal to resonate with your brand themes and colors.. You can assign role-based access When it comes to online human resource surveys, maintaining anonymity and privacy is extremely crucial.
Employee feedback is where employees and managers use informal and formal feedback systems to connect, align, and accomplish goals. Learn more here!
Take charge of your employee feedback with examples of exceptional feedback, tips for successful employee discussions and activities to improve your company culture .. Teams that use that feedback to set development goals, make feedback a consistent habit and solicit different forms of feedback, see more positive results.. By developing our feedback muscles and making it a shared accountability to be great at delivering and receiving feedback, we can create distinctive employee experiences .. Positive feedback - the big and small signals of ‘keep doing that - it’s great work’ are a necessary part of feedback cultures.. The first half of the statements in this feedback may be conflating punctuality with virtue - the person on the other side of this feedback may feel like their character is being insulted Assumes motivations instead of staying grounded - comments here that the person receiving the feedback isn’t taking things ‘seriously’ are not based on observable behaviors try to stick to behavioral examples and changes when giving feedback Mostly one-way, not two-way - The only opening for dialogue we see here is at the end of the feedback Muddles importance - Receiving this kind of feedback you might believe that a prompt arrival to work is the desired change being demanded or that meeting sales goals negates the request to be on-time to work Accentuates the negative without a solution - There are a lot of ‘stop’ signals here in terms of tardiness, but they aren’t paired with new behaviors to start to meet sales targets or linked in terms of why that’s part of the feedback Doesn’t identify support - even a single lifeline can help bolster efforts to make a behavioral change Not ongoing as it moves onto another topic - The first opening for dialogue is actually a topic change from the main feedback goal and doesn’t allow for agreements on what to do next. We look at some positive, negative and constructive feedback example templates that can start you off with providing feedback to employees.. Team feedback can be given through activities like ‘lunch and learns’, project team meetings, instant messaging systems, team bulletin boards, after-action reviews, etc.. As your feedback discussions grow, open the dialogue with them and find out how they like to give and receive feedback and what works for them.. You can have a huge impact on your team’s feedback culture by committing to one or two changes, enacting feedback follow-ups, making employee accountability clear, and working together to consistently follow these practices.. If you become used to hearing feedback for your team on where you have an impact on their own feedback learning progress, you’ll gain information on where you can do more to support them or improve yourself further..
A feedback culture motivates development and a positive work environment. Check out these 21 employee feedback examples & how to use them at the right time.
Before diving into our 21 employee feedback examples, let’s have a deeper look at the benefits of giving meaningful employee feedback.. The employee can hear and take on your feedback (for example, if they’re going through an emotionally vulnerable time because of personal issues, it might be worth it to wait before delivering the feedback);. Reinforcing feedback (or positive feedback) Redirecting feedback (or constructive feedback·). The “feedback sandwich” is a cookie-cutter approach to feedback; it consists of buttering up the receiver with praise before serving them whatever negative feedback you came to give — then returning to a positive note to ease the burn.. But if your company doesn’t have a strong feedback culture yet, giving constructive feedback to your manager probably feels like the last interaction you want to have at work!
A 90-day review is the final check-in with a new hire during their initial onboarding process. The review should assess the employee’s performance through their first three months, allow them to address any questions or issues they have encountered, and continue to seek their feedback on your processes. Continue reading to learn what a 90-day employee review is, why and how you should conduct them, and questions to ask.
Feedback from the employee and their overall progress can provide insight into how effective your onboarding process is in preparing employees for their role.. Where earlier reviews may have centered around making the employee feel comfortable, the 90-day review is their first real performance review .. These questions address the onboarding process and give you a better idea of what components are working and areas where you can improve your process .. This question helps you understand the employee’s self-awareness, and can help address areas where they feel that they are struggling.. Not only does this get the employee thinking about their role with the company, but opening a conversation about long-term goals will likely make the employee feel valued and improve retention.
Hiring decisions rely on good communication between interviewers. This guide helps you document interview feedback to the hiring manager and the whole hiring team, so that you reach objective, well-rounded decisions.
When interviewing candidates as a team, your hiring decisions rely on good communication and collaboration between interviewers .. And this involves both giving clear, specific interview feedback and sharing it with your team in a consistent way.. Here’s a guide on how to help your hiring teams to provide productive and fair interview feedback they can rely on throughout the entire recruiting process:. Provide information that could be useful in the future (like when considering past candidates for a new role or when giving feedback to rejected candidates.). Move the right people forward faster Easily collaborate with hiring teams to evaluate applicants, gather fair and consistent feedback, check for unconscious bias, and decide who’s the best fit, all in one system.. Here’s how to build systems and scores to document interview feedback for hiring managers and the whole hiring team consistently throughout your recruiting process:. Share lists of interview questions per stage so that everyone on the hiring team knows what other interviewers have covered.. Each interviewer should ask different questions so they can learn something new about the candidate at each stage.. Set up automated notifications after each interview to remind interviewers they need to share their feedback.. Workable is an all-in-one recruiting platform that lets you share interview feedback with your hiring team in a safe and collaborative environment.
86% of employees decide whether to stay or go within their first six months. Retain your top talent with these best practices for giving early feedback.
Giving and soliciting this type of feedback is the best way to ensure your investment in the employee experience is paying off and driving company ROI.. A study by the Aberdeen Group found that 86 percent of employees decide whether to stay or go within their first six months.. Each of these positives links back to company ROI – by investing in driving a great employee experience, you enable new hires to be more successful and increase their chances of staying with your organization longer.. If new starters feel that their colleagues and management will be honest with them, they are much more likely to respond in the same way.. The benefits of giving early employee feedback are numerous, though they all tie into the same key aim of driving ROI and strengthening employee engagement.. Make feedback a regular, constructive and motivational part of your company culture that sets up new employees for success.
To improve your employee experience and onboarding process you should be asking your new hires the right questions. Discover the top 85 questions.
Did you find it easy or difficult to apply to the role?. Did you think our interview process was better or worse than other interviews you have had?. Did you feel prepared before your first day of work?. Did you feel like we kept in contact enough before your first day of work?. At any point did you question whether you should join and if so why?. How much do you feel like you have progressed since your first day at work?. Are there any challenges you have come up against at work?. Is there anyone you would like to work more with to help you succeed in your role?. What makes you feel motivated at work?. An employee’s first day of work is a crucial time to make their experience as good as possible.. We hope that with these questions you will make your new employees first day of work as special as possible.
What does a healthy feedback culture really look like in the workplace? How do you get respectful feedback from your employees? It all begins with you, their leader.
Moreover, when you ask them for their feedback on your work or leadership practices, you’re showing them that you trust and value their opinion.. Your approach to soliciting the feedback might be different based on tenure or role, but building a strong, collaborative team culture that includes your whole team should be your overall goal.. Once requesting feedback starts coming more naturally, experiment with asking for it during group meetings, as well as one-on-one meetings with individuals.. In general, here are some good times to request your team’s opinions.. While experiences and challenges are fresh in everyone’s mind, engaging in the feedback process helps everyone collaborate and learn from the situation.. Tell them not to hold back – Let your employees know their candid feedback is an extremely helpful contribution.. Make them feel like they’re doing you a favor by being honest.. Give them time – Some of your employees may need time to process your questions to come up with helpful answers.. Don’t make any commitments, yet.. Regardless of what you decide, you need to respond, otherwise your team may feel like you’re ignoring them or you didn’t really listen.. As you start inviting your team to share their opinions, you may find that excessive complaining or gossip will begin to disappear.
5 strategies for giving effective, actionable feedback and 3 strategies for receiving feedback gracefully + putting it to good use, based on our experience growing the Hotjar team.
You’ve also robbed them of the opportunity to make an improvement the entire time you’ve held back your feedback.. That’s what feedback is all about.. We’ve all been there, and yet, it’s easy to forget what that feels like when you’re the one who has more power in an interaction.. Regardless of whether your colleague has zero tact or they do everything perfectly, you may feel your defenses kicking in when they sit you down to give you feedback.. The first step is to be mindful of what you’re feeling.. If you’ve been in the working world for more than a year or two, you’ve almost certainly given and received your share of feedback.
Learn 8 ways to collect employee feedback, so you can build a stronger employee experience and boost retention.
There’s a secret to building a stronger employee experience that enables you to retain your workforce: employee feedback.. Here are eight ways to collect employee feedback, so you know what it will take to improve your employee experience and boost retention:. Annual—or even biannual or quarterly— employee engagement surveys are a great way to collect large amounts of employee feedback at once.. Simply ask, “On a scale of 1-10, how likely is it that you would recommend working at [Company] to a friend or family member?” Ask the employee to choose a number between 1-10, then leave a comment box below asking “Why did you give us that rating?” This open ended question can provide many useful pieces of feedback in near real-time, rather than waiting to hear them after engagement surveys.. Employee feedback is crucial to crafting an exceptional employee experience and boosting retention.. Sixty percent of U.S. employees reported having a way to provide feedback about their own employee experience, but only 30 percent said their feedback was acted upon by their employer.. Workers who say their employer acts on their feedback are 4 times more likely to stay with the company than employees who don’t think their feedback changes anything.
Feedback is an important tool for organizations. Here’s how HR leaders can foster and maintain a strong employee feedback system at their companies.
With the right kind of feedback , HR leaders can encourage employees, zero in on opportunities for growth, and create an ongoing conversation about performance .. “Feedback is important because it builds psychological safety in teams and drives better business outcomes.” “Feedback is important because it builds psychological safety in teams and drives better business outcomes,” Emily Goodson , CEO and Founder of consulting firm Culture Smart says.. Feedback can elevate an employee’s belief in their own abilities.. “There should not be a quota on feedback, but it should be provided regularly.” Ideally, feedback is an ongoing conversation.. Because feedback is best internalized when given in a timely and specific manner, managers and HR leaders should be providing it in the moment and during regular intervals.. Whether an employee has nailed a presentation, or spoken insensitively to a colleague, HR leaders should take these moments to provide specific feedback about what the employee did well or what was unacceptable.. A prime time to discuss challenges, triumphs, and concerns, weekly check-ins are a chance to strengthen the feedback loop between manager and employee.. Timely feedback further builds the context that helps employees understand what went well or could be done better next time.. Especially when providing constructive criticism, feedback should include examples of how an employee could improve next time.. When offering critical feedback, consider providing examples of times when employees exceeded expectations as proof you know they can improve in this area as well.. Take a moment to check in with employees before providing course-correcting feedback.. If you’re giving timely course-correcting feedback, start the conversation by confirming now is a good time to speak.. Be especially mindful of the feedback best practices above when giving feedback that addresses performance issues.. Be timely, specific, kind, and internalize feedback as a lever for growth for your team members.
Leverage our easy-to-use examples of employee feedback to drive development and evolve the way you do performance reviews.
Below, we provide examples of the different types of employee feedback, how to ask for and learn from feedback, and things to keep in mind when giving feedback.. With redirecting feedback , we’re telling someone that we want them to stop doing X and start doing Y (e.g., start speaking up more at meetings).. While reinforcing feedback can also be given at any time, it's good practice to ask before providing someone with redirecting feedback.. Before you give feedback, try and get a feel for how the person is feeling, and whether or not that person is aware of the topic you want to give feedback on.. The above phrase is a great way to get the conversation started.. Think about the person you're about to speak with before giving feedback.. Whether providing reinforcing or redirecting employee feedback, specificity is important for learning.. Telling someone they did a good job is a nice compliment, but that person won't know which specific behaviors they should repeat in the future.. Give employee feedback on behaviors that someone can actually do something about.. Regular feedback also shows people that you care about them personally.
Recruitment Process Feedback – 9 Tips To Help You Get The Most From Your Feedback Process
Why then do so few organisations take the time they need to put an effective recruitment process feedback system in place to ensure the recruitment process is as effective as it should be?. Whether you work within a corporate recruitment function or a recruitment agency, a recruitment process feedback system is incredibly easy to establish, and once set up can become a gold mine of excellent information for many years to come.. Whether you’re asking for feedback from job applicants or hiring managers, it’s important to appoint a person to be responsible for regularly pulling off all the contact names of the people you dealt with in the prior period, and e-mailing them your survey link.. Ensuring regular feedback is sought also helps you to create an instant feedback loop and monitor and track how any improvements to your recruitment process have been received as changes are made.. Your recruitment process feedback system should seek the opinions of three parties: unsuccessful job applicants, successful hires and hiring managers/clients.. Make sure you use survey software that allows ‘branching functionality’ to shorten the survey and filter out respondents from viewing irrelevant questions.. As such, it is advisable to set up ‘Action Alerts’ in your online surveys that will instantly e-mail you if a major problem has been raised by a respondent completing your survey.. Preloading demographic data into a standardised format not only makes the survey shorter for the respondent but also makes it easy to drill down on your survey results come report time, as standardised data formats make it easy to group and compare data.. If you are interested in a demonstration of our online survey solution for recruitment process feedback , please request a demo.
These effective onboarding feedback questions will uncover exactly what you can address to improve employee engagement at your company.
Employee onboarding is providing employees with training, resources, and tools to quickly and efficiently get them acclimated to their new role.. Integrating and improving the employee onboarding process jumpstarts a positive experience by helping employees feel welcomed and confident in their new position.. In this article, we’re going to discuss the onboarding process and the onboarding feedback questions you should ask as part of your employee experience strategy .. Effective onboarding can improve employee retention by 82% , making it a valuable tool for influencing employee engagement early on.. Employee onboarding feedback questions also help you ensure that an employee understands your organization’s goals and how they fit into the bigger picture.. A Gallup survey has shown that only 12% of employees strongly agreed their organization does a great job of onboarding new employees .
Managers, ask new hires these 10 questions after the first 30 days to make sure they're set up to succeed and perform in their new role.
A 30-day review is a performance review between a manager and a new hire to assess if the employee’s performance after their first 30 days in their new role is satisfactory.. These meetings help managers support new hires in their role and set the groundwork to build long-term employee engagement.. That’s why we’ve rounded up the best questions managers can ask their new hires after 30 days on the job.. Managing expectations is a big part of the hiring, training, and onboarding process.. Asking about challenges a new employee is facing gives managers the opportunity to identify issues and help correct them.. Do you understand your role within our company?. It’s important that they feel welcomed, supported, and that they’re bringing value.. What things do you feel have gone the best?. Where do you feel things could have gone better?. Together, set some new goals for them to focus on and ensure they are equipped to achieve them.. Establishing strong employee engagement occurs throughout a new employee’s onboarding journey—and a 30-day review is a crucial part of that.
Although you are not obligated to provide feedback to your unsuccessful job candidates, providing it is gracious and kind. Here are tips on what to say.
Some candidates are also genuinely interested in improving their skills and interaction in an interview setting.. Another 53.5% of job candidates do not receive feedback after the interviewing stage.. While you're entitled to your opinions and feelings, a candidate will not benefit from hearing them—it's best to stick with what they could improve.. Correlate your feedback with the job description, job posting, and job analysis that you created for the position.. A customer service applicant who has not taken a look at your products or services can’t effectively answer interview questions about how they’d contribute.. Tell the candidate that their failure to look at the product you sell or your company website before the interview irreparably hurt their chances compared to other candidates.. If there is a skills test, tell the candidate how they did.. If you can, tell the candidate the areas they should strive to improve.. Be prepared, though, because if you use this response and you've chosen to provide feedback, the candidate will ask which areas they need to improve.. In many cases, your hiring decisions have little to do with anything that your candidate can improve in the short term.. Sometimes, the appropriate feedback is that you had stronger applicants with more experience and knowledge in areas you perceive as most important.
To determine whether training is effective, you need to hear from your employees. Here are several tips for collecting feedback on training.
What can your organization do to turn these feelings of. fear and futility around?. If your company is looking for feedback to help gather information on the overall training program, there are many ways to gather these types of opinions from employees.. The following methods are great ways to gather feedback in numerous organizational areas to help identify training and development opportunities.. Collecting this type of feedback will. inform you of what kind of training you should offer, the effectiveness of the. current training, and satisfaction with the style and method of training.. of this training?. Having a content. library with this functionality and being able to sort by rating for a given. topic will help show the learning and development team in your organization. which styles of training people like best.. By collecting feedback, you will know what changes to make to improve your program’s effectiveness.. Training is all about improving individual learning and in turn, improving your overall business.
Whether a new team member is getting along well in their new role or is having trouble fitting into the culture, it’s up to the team leaders to guide them and help them grow.
Members of Forbes Coaches Council share ways leaders can give new hires an immediate feeling of belonging.. During this discussion, leaders can take time to explain some of the “work family” culture and how the new employee fits right in based on the conversation.. The more leaders show up in a human way, the more all employees will believe that it’s okay for them to be human as well, which increases a sense of belonging.. Two things will help new employees feel like they belong: Make them feel needed and known.. If they feel needed (that is, that their efforts will make an impact on something bigger than themselves) and known (that is, that the company sees them as a unique, valuable person, not just someone who fills a role), they will very quickly feel like they belong at the new company.. While helping new employees learn the company’s culture is vital, leaders should also be mindful about how the new employee is introduced within the organization to ensure a strong start to their performance.
Creating a welcoming experience for new employees is essential to make them more productive and engaged, but how do you create the right experience? What exactly should happen after contract signing? If you are pressed with these questions, this quick guide to employee onboarding provides the answers you need.
New employee onboarding is an umbrella term for all the activities aimed at familiarizing the new hire with the company policy, culture, and the requirements of the new role.. In most cases, the formal employee onboarding process, curated by the HR department, includes a series of personnel meetings, orientation activities, training, and guidance sessions spanning over several weeks to up to a year.. At the same time, larger enterprises such as L’Oreal run an 18 to 24 months new hires onboarding program for their senior-level hires.. The employee onboarding process flow, on the other hand, has a more comprehensive reach, spanning over personal meetings, training initiatives, group meetups, goal and KPI setting, performance review, and more.. The ultimate goal of an onboarding plan is to reduce the time it takes for a new employee to reach the expected productivity level of the job .. Since most onboarding process steps are aimed at fostering better workplace relationships, identifying the candidate’s fortes, and building a plan around them, such initiatives help identify the early signs of conflict, disengagement, or other issues, affecting the employee’s performance.. Week 1 Onboarding Team meetings Mentorship sessions Company presentation. First 3 Months Onboarding Extra training session Short- and long-term goal setting KPI definitions Preliminary performance reviews. First 6 Months Onboarding Goal review 6 months of performance review Future training definition.. A remote onboarding process can help you to welcome your remote staff and new employees during a lockdown.. Onboarding on a remote team is quite different from the traditional onboarding.. A remote onboarding process involves doing many of the tasks inherent in a traditional onboarding process but considering the employee is not physically available at the same place.. A virtual employee or remote staff may be available anywhere around the world and a remote onboarding process can help to shorten distances with the help of technology.. Structured employee onboarding programs set a clear path for new employee success.
Find out how happy and engaged your employees are in 2022 with one of these 16 tools.
With the right questions and, just as important, the right employee engagement tool.. Why work for one agency or another?. But for a company culture to exist, management must be focused on employee happiness and engagement.. The tool also offers a custom polling option to help you gauge your team's opinion of various projects you might host over the course of the year.. Account managers of the system can set up team surveys, so that personalized questions are sent to specific employees and only the right managers have access to the reports.. TinyPulse makes it easy to create employee pulse surveys so that you know exactly how engaged and happy your team members are.. The platform sends out one question per week -- they recommend sending yes or no, scale or NPS, or open-ended questions.. The survey tool analyzes staff responses, and managers can pull insightful reports by teams, although employee feedback is presented anonymously.. Energage is an engagement platform focused on improving company culture.. It also has a feature where you list company and team goals so that your direct reports always know what they should be working towards.