Human resources and business leaders are experiencing the rise of feedback culture ever so gradually. Companies ignored employee voices for years but that is the best way to gain competitive advantage. Everybody likes good feedback but what about the negative ones? In this article at PM Student, Joe Peters explains how you should accept criticism from employees in this feedback culture.
Responding to the Feedback Culture
Companies used to send out regular surveys earlier, but employees hardly gave negative comments for fear of a backlash. Nonetheless, leveraging a feedback culture will allow companies to find out their weaknesses and strengths.
Employees work closely with projects. In fact, they are the ones that are affected the most when the management implements new policies, technologies, and processes. Below are the ways you can accept criticism from employees in the feedback culture:
While encouraging a feedback culture is good, some employees might use it negatively, especially in an open forum. On the other hand, you cannot subdue their voices once they start blurting out all the negative comments. Train them to provide feedback in a way that both parties can agree to. Establish a feedback structure and process that could help the company identify opportunities and problems.
Selecting the Right People:
Before you start training employees to enable a feedback culture, first hire people that align with your company values. Use Benjamin Schneider’s ASA method—attraction, selection, and attrition.
- Attraction: Candidates join companies when they are attracted to their culture and values. People that want more independence will shortlist firms with liberal views, flexible working hours, and a collaborative environment.
- Selection: This process entails companies to utilize recruitment tools for their selection process. If they are encouraging a feedback culture, the upper management must deal with a lot of employee feedback. However, you will face fewer criticisms when you hire people whose thought process matches your corporate culture. They will be more satisfied with how the company’s future is unfurling and will be more productive at work.
- Attrition: Employees that do not fit in will eventually leave. Your attrition rates will be more if you hire people that do not believe in the company culture and values. The evolving market and exciting job offers can be secondary reasons for attrition.
To view the original article in full, visit the following link: http://pmstudent.com/how-to-handle-criticism-from-employees-in-the-culture-of-feedback/