What feedback do you wish your employer asked for from YOU?

  • 22 April 2022
  • 5 replies
  • 31 views

Userlevel 5
Badge +6

We discussed on this board a while back how rare it seemed that exit interviews were for those in contact centers and other roles. When you leave a position or company, it makes sense to me that the employer should want to know why so they can work to retain top talent in the future.

This got me thinking - what do you WISH your employer asked for feedback about? Your role? Your training? The way you use tools and technology? 

Here’s one question I love: What were the obstacles that prevented you from delivering a great customer experience? (I saw an organization that asked this question at the end of every shift, so before logging off the employee had to answer.) They learned SO much and were able to provide better support and tools.

What do you say? What questions do you want to see asked of employees?

 


5 replies

Userlevel 7
Badge +10

It’s amazing how often managers miss the opportunity to get useful feedback from their teams. It’s a long time since I had a team, but for our monthly 1-2-1s I had a standard set of questions to gauge how things were going that would end with something like: What can I do to make your work easier, better. etc.?

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I’m always seek Positive feedback from our customers or clients, but lot of clients gives intermediated feedback only.

Userlevel 7
Badge +14

In my experience, it takes an approachable manager to be able to get constructive feedback from employees. As an employee, a leader should be someone we trust with our “Valuable Information”. If we feel comfortable in sharing that information then the results of asking such question will yield astounding results. Results that are actionable.

I have been in both positions, and as an employee I was not afraid to “Share my mind” and I have seen my feedback turn into action. As a manager I have reached out to get valuable feedback and have gotten adequate answers that I could make decisions with. But I have also had my share of “cookie cutter” responses from individuals who felt their honest feelings may lead to consequences. In those moments I have always questioned myself as the leader, “Did I allow them to feel comfortable to share how they truly feel?” Just have to have that open door policy in place and build team cohesion that presents a safe space so that ideas and feedback can roam free and help both the Employee and Employer.

Userlevel 7
Badge +10

In my experience, it takes an approachable manager to be able to get constructive feedback from employees. As an employee, a leader should be someone we trust with our “Valuable Information”. If we feel comfortable in sharing that information then the results of asking such question will yield astounding results. Results that are actionable.

I have been in both positions, and as an employee I was not afraid to “Share my mind” and I have seen my feedback turn into action. As a manager I have reached out to get valuable feedback and have gotten adequate answers that I could make decisions with. But I have also had my share of “cookie cutter” responses from individuals who felt their honest feelings may lead to consequences. In those moments I have always questioned myself as the leader, “Did I allow them to feel comfortable to share how they truly feel?” Just have to have that open door policy in place and build team cohesion that presents a safe space so that ideas and feedback can roam free and help both the Employee and Employer.

Fantastic point from @zachary.king, that the right environment and actions are needed to elicit the much needed feedback from people.

Userlevel 5
Badge +6

Such great responses! Getting the right feedback - from customers OR employees - includes so many factors. @manns brings up the great point that asking consistently in a way that’s focused on the positive can lead to feedback that drives action. LOVE the “what can I do to make your work easier?” phrasing!

And YES building a positive, open environment is a big part of getting feedback in a positive, open way, as @zachary.king points out so well.

I think too many managers actually AVOID gathering feedback. Or they think an annual review is enough. I wonder how many could think differently about this and realize they are capable of creating a more open environment and culture by asking for it more often. It’s not as scary as they might think!

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