Three-Part Series: Part 2 - 4 Things to Know How Employee Feedback Can Help You Improve

Welcome back to our three-part series that focuses on four things to know when gathering employee feedback and how you can use that to your benefit to improve in various areas. Comfortability of the employees to provide accurate and honest feedback

1. Building trust As someone in leadership, it is a part of your position to build up and maintain the trust of your peers, colleagues, direct reports, higher-ups, and more. That can look a few different ways, such as keeping and maintaining your word, like following through on a project or task and ensuring your actions match your words. Another way to build trust with employees is related to being transparent. Although not everyone may understand what goes on behind the scenes, being transparent as much as your role allows is a big thing with direct reports, frontline employees, and business partners.

2. Being transparent Being transparent with whoever you work with is very important, whether with a client or managers/directors. Being transparent can be if you've hit a reporting issue (i.e., the data source isn't available) which could be causing a delay in completing a job task or project. Another way to be transparent can be by providing any information or changes that may positively or negatively impact your organization currently or in the future.

3. Building loyalty When we look at the impact of being transparent and intentional in building trust and being transparent with those, we are leading and partnering with. But keeping our word and ensuring our actions align with what we are advising and having conversations around tends to build loyalty from our team and partners. Sometimes this can look like giving credit and recognition when it is due to those who have helped tremendously on a project that has a strong focus on from upper-leadership or management. Not only is it giving credit where credit is due, it also allows you to provide more opportunities for collaboration and consulting in the future, allowing them to gain more exposure and put them in a better position for new roles.

4. Being accountable Holding your employees and business or organization partners accountable is one thing. Still, you also want to hold yourself accountable when you make a mistake or don't communicate clearly with your team(s). You would still want to be honest and admit if you didn't follow through with an email to support or not make sure your team met deadlines for development, testing, and rolling out a project or tool. If you want to lead, being accountable and taking preventative measures to reduce a likeliness of a problem occurring is a big deal with being accountable, as well as acknowledging an issue that may have been overlooked and doing what you can to prevent a similar situation from occurring again.

That concludes our second part of how employee feedback can help you and your organization improve!

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