Real-time, ongoing employee feedback: the perk that actually retains
Pages | 125-130 |
Date | 12 June 2017 |
Published date | 12 June 2017 |
DOI | https://doi.org/10.1108/SHR-03-2017-0016 |
Author | Michael Heller |
Subject Matter | HR & organizational behaviour,Employee behaviour |
Real-time, ongoing employee feedback:
the perk that actually retains
Michael Heller
Michael Heller is CEO
and Founder of iRevü at
Red Branch Media,
Omaha, Nebraska, USA.
Abstract
Purpose –The purpose of this paper is to help leaders with their performance management explore
how a simple ongoing feedback loop retains employees.
Design/methodology/approach –This paper is set up in a “to-do, not to-do” format to give busy
leaders a clear, black and white view on how this approach works.
Findings –The “simple” approach of having an ongoing feedback loop is hard for employers to get in
the habit of doing, which is understandable. This paper shows them that implementation is not as hard
as many anticipate.
Research limitations/implications –A lot of the “research” comes from daily experiences through
practice. Studies have proven that leaders want to deliver more performance feedback to their
employees; however, it’s the actual implementation we as leaders must learn to deliver in an effective
manner.
Originality/value –This paper includes actual tried-and-true tactics for leaders to easily implement,
and get the feel for how feedback works and the impact it makes on business. The hope is to help
leaders in any industry to be able to transform the way they provide feedback.
Keywords Change management, Human resource management, Leadership, Engagement,
Employee engagement, Culture
Paper type Viewpoint
Leaders today are being introduced to the idea of continuous performance
management, which is the key practice for building a bold company, improving
employee retention, opening opportunities and more. The general problem is
understanding what tactics leaders must implement to make these company-wide
improvements. Yes, saying ‘good job’ on this and that is a step closer to what we are
looking for, but beyond that, we must:
stop being so vague;
help employees set goals;
stop setting impossible expectations;
turn performance reviews into a process, not an event;
follow-up with employees; and
invest in career development.
There are perks like free lunches and workout desks that can make employees happy, but
what I am looking for is a perk that improves performance for the long run. Here is how we
can make strong companies happen.
Employers, be wary as we enter this new era of employee perks. While big, well-known
brands like Google and Amazon offer some of the most attractive employee perks, like free
haircuts, free lunch and gym memberships, they are not what we think they are. In fact,
DOI 10.1108/SHR-03-2017-0016 VOL. 16 NO. 3 2017, pp. 125-130, © Emerald Publishing Limited, ISSN 1475-4398 STRATEGIC HR REVIEW PAGE 125
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