{"id":135632,"date":"2023-08-23T08:05:31","date_gmt":"2023-08-23T08:05:31","guid":{"rendered":"https:\/\/monday.com\/blog\/?p=135632"},"modified":"2023-12-24T12:16:48","modified_gmt":"2023-12-24T12:16:48","slug":"getting-your-employees-to-share-productive-feedback","status":"publish","type":"post","link":"https:\/\/monday.com\/blog\/monday-insights\/getting-your-employees-to-share-productive-feedback\/","title":{"rendered":"Getting your employees to share productive feedback"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":164,"featured_media":135633,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"pages\/cornerstone-primary.php","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_title":"","_yoast_wpseo_metadesc":"90% of workers would stay at a company that takes and acts on their feedback, per IBM, but getting employees to honestly share is not easy.","monday_item_id":11239572108,"monday_board_id":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[13988],"tags":[],"class_list":["post-135632","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-monday-insights"],"acf":{"sections":[{"acf_fc_layout":"content_1","blocks":[{"main_heading":"Workplace trends","content_block":[{"acf_fc_layout":"text","content":"

Say hello to WFG (work from gym)<\/h3>\n

When it comes to choosing the right remote office spot, workers are increasingly seeking co-working spaces that are close to the places they already frequent. Experts explain that many employees who have the option to work remotely are coming down from their work-from-home buzz, and while they still prefer not to commute to the office, they\u2019re craving the excitement of more social environments. That\u2019s why, as attendance still recovers from pre-pandemic levels, many gyms are starting to take advantage of this newfound desire for workplace convenience and socializing by offering up their services. Some gyms have created co-working spaces to casually separate the exercisers from the zoomers, while others have started charging extra by offering entire floors for clients to comfortably stay and work all day.<\/p>\n

Even Zoom prefers in-person meetings<\/h3>\n

Zoom, the videoconferencing platform that took off during the pandemic, has rescinded two of its most highly sought-after flexible work policies by calling employees back to the office and nixing no-meeting Wednesdays. The explanation? Collaboration \u2013 despite the research that shows that no-meeting days and fewer meetings overall give employees more time to actually do their jobs. While many other tech companies have joined Zoom in tightening their office attendance policies, the company\u2019s retraction of meeting restrictions doesn\u2019t seem to be the norm. Shopify eliminated all recurring meetings with more than two employees and started discouraging Wednesday meetings earlier this year, while many other companies like Meta, Clorox, Canva, and Twilio have incorporated no-meeting days into their workweeks.<\/p>\n"}]},{"main_heading":"The AI corner","content_block":[{"acf_fc_layout":"text","content":"

Saudi Arabia and the UAE are racing to become AI powerhouses<\/h3>\n

In an effort to join the global artificial intelligence arms race that\u2019s squeezing the supply of Silicon Valley\u2019s hottest commodity, Saudi Arabia and the United Arab Emirates are buying up thousands of Nvidia chips, which are crucial for building AI software. As the world\u2019s leading tech companies rush to obtain the scarce chips for AI development (which have long wait lists), the Gulf powerhouses have publicly stated their goal of becoming leaders in AI, with insiders saying that Saudi Arabia is set to receive 3,000 specialist chips worth about $120 million by the end of 2023. OpenAI Chief Executive Sam Altman recently praised the Gulf region\u2019s foresight in recognizing the importance of AI, saying the countries could end up playing a central role in the global conversation around the emerging technology and its regulation.<\/p>\n

Hollywood is ready to make concessions on AI<\/h3>\n

Eager to put the strike to an end, Hollywood studios have offered writers a new deal with concessions in several matters, including the use of artificial intelligence. While the striking writers are largely willing to shape stories with the help of AI software, they certainly do not want it to affect the credits that are essential to their prestige and compensation. That\u2019s why, as of last week, the Alliance of Motion Picture & Television Producers, which represents big media companies such as Warner Bros. Discovery Inc. and Paramount Global, has agreed to ensure humans get credited as screenplay writers, even if AI played a role in the work. Talks are continuing this week, so stay tuned to find out if you can expect another season of your favorite show in 2024.<\/p>\n"}]},{"main_heading":"Getting your employees to share productive feedback","content_block":[{"acf_fc_layout":"text","content":"

By monday.com<\/em><\/p>\n

Have you ever given your boss feedback on how to be a more effective manager?<\/p>\n

While 90% of workers said they would stay at a company that takes and acts on their feedback, according to IBM research, it\u2019s not so easy to get your employees to share their honest critiques of their bosses. When it comes to employee-manager relationships, there\u2019s an inherent power imbalance, which makes it hard for employees to feel comfortable speaking up \u2013 as their manager, they don\u2019t want to risk offending you, and they certainly don\u2019t want to face repercussions and retaliation for sharing their genuine feedback. The result? They\u2019ll often simply assure you everything\u2019s fine or avoid the request altogether in order to remain in your good graces.<\/p>\n

The unfortunate outcome of this is that your employees don\u2019t feel heard, and you don\u2019t have the insights you need to make necessary changes. Recent Workforce Institute research found that 74% of employees report they\u2019re more effective at their job when they feel heard, and a staggering 41% of workers have quit their jobs because they didn’t feel they were listened to, according to a recent TINYpulse study. All this said, it\u2019s so important to create a culture in which your team members feel both comfortable and empowered to share their ideas and input.<\/p>\n

So, how can you encourage your team members to share their productive feedback?<\/strong> Click here<\/a> to get the tips in video format.<\/p>\n

Convey a need<\/h3>\n

Remind your team members that when you oversee multiple people, you\u2019re bound to have blind spots, which is why you\u2019re counting on them to come to you when they recognize areas that could improve. Whether it\u2019s processes that need to be reworked or team dynamics that require some attention, let them know their input is crucial to the success of the team. By framing their feedback as a need, it can really increase your employees\u2019 openness to sharing.<\/p>\n

Model effective feedback<\/h3>\n

Give your employees the tools to share feedback in an effective way by setting the right example when you give feedback.<\/p>\n

    \n
  • Critique their behavior, not their character. For example, rather than telling your team member \u201cyou\u2019re often rude in meetings,\u201d which can feel like an attack on their character, saying, \u201cyou tend to interrupt people in meetings,\u201d which is more actionable and easier to address.<\/li>\n
  • Put a greater emphasis on the future rather than getting stuck in the past. Overly referencing specific examples can lead to defensiveness and cloud the message of the feedback, so try to mainly talk about what can be done going forward in order to help the person receiving the feedback do better the next time around.<\/li>\n<\/ul>\n

    Phrase your questions carefully<\/h3>\n

    Be intentional about the way you ask your employees for feedback. Using words like \u201cwe\u201d and \u201cyou\u201d in the questions avoids the risk of the response feeling like an attack on you when there are opportunities to improve, and framing questions in a positive way can make all the difference. For example, asking your team members questions like, \u201cWhat am I doing wrong as a manager?\u201d may be hard to answer honestly, whereas asking \u201cWhat would make you feel more recognized for your accomplishments?\u201d is less intimidating given that it\u2019s not about blame and it\u2019s more solution-oriented (reducing the fear of possibly offending you.)<\/p>\n

    Ask for it regularly<\/h3>\n

    As a leader, you have the ability to encourage regular and honest feedback, and the more you can embed it into your team culture, the more effective and impactful it will be. Make it clear that frequent feedback should address both the good and the bad because it\u2019s helpful to know what needs to change and what\u2019s working. Additionally, emphasizing that feedback can be about behaviors that should continue ensures the concept doesn\u2019t feel like a scary overwhelming conversation that only comes up when something is wrong. So, in weekly one-on-ones with your team members, make sure to share your feedback with them whenever relevant and leave time to casually ask if there\u2019s anything your employees need to feel more supported.<\/p>\n

    Provide anonymous feedback options<\/h3>\n

    According to the State Of Employee Feedback report by AllVoices, 74% of employees would be more inclined to give feedback about their company, workload, and culture if the feedback channel was anonymous. So, while one-on-one chats are important spaces to embed regular feedback, make sure you create other ways for employees to offer their input, such as anonymous surveys or suggestion boxes.<\/p>\n

    Listen and acknowledge<\/h3>\n

    When your employee gives you feedback, it\u2019s so important to be an engaged and active listener. Make eye contact, nod when relevant, and ask follow-up questions if something isn\u2019t clear. Try not to interrupt or be quick to challenge a point when your employee is sharing feedback because if they get the feeling that you\u2019re not okay with this and not really open to listening, you\u2019ll lose the opportunity to get their insights and feedback again in the future. And, when possible, set action items for yourself to show your team members the real steps you\u2019re going to take to resolve the issues they\u2019ve brought up.<\/p>\n

    Say thank you<\/h3>\n

    Gratitude goes a long way \u2013 especially when it comes to employee feedback. When your team members know you appreciate their feedback and really plan to utilize it, they\u2019ll be way more open to sharing going forward. So, after an employee offers their feedback, try to start your response with something like, \u201cfirst of all, thanks for bringing this to my attention \u2013 this is really helpful,\u201d in order to send the right message and make them feel heard. Then once you\u2019ve started to enact relevant changes, check in with the employee to see if things have improved for them. Make it clear that you\u2019re committed to making changes that will produce a more positive and meaningful experience for your team.<\/p>\n"}]},{"main_heading":"Water cooler chatter","content_block":[{"acf_fc_layout":"text","content":"

    Doctors transplanted a pig kidney into a human a month ago, and it\u2019s still working. The kidney was genetically modified and then transplanted into a 57-year-old brain-dead person more than a month ago, which is advancing efforts to use animals to ease perennial shortages for humans. More than 6,000 people in the U.S. die waiting for organs every year, according to the United Network for Organ Sharing.<\/p>\n"},{"acf_fc_layout":"quote","quote_text":"\u201cThe longer we carry out these studies, the better able we are to develop treatment plans to care for living people receiving one of these organs.\u201d","quote_author":"Dr. Jayme Locke, Director of UAB\u2019s Comprehensive Transplant Institute","quote_author_avatar":false,"quote_author_position":""},{"acf_fc_layout":"text","content":"

    China\u2019s solution to record youth unemployment? Stop publishing the data. The National Bureau of Statistics said it would stop releasing age group-specific unemployment data after China\u2019s youth unemployment rate for 16- to 24-year-olds rose to a record high of 21.3% in June \u2013 one of many indicators of China\u2019s current economic distress.<\/p>\n"},{"acf_fc_layout":"quote","quote_text":"\u201cThe move could backfire, because it only draws more attention to the problem.\u201d","quote_author":"Andy Chen, Senior Analyst at Trivium China","quote_author_avatar":false,"quote_author_position":""}]},{"main_heading":"Question of the week","content_block":[{"acf_fc_layout":"text","content":"

    Last week\u2019s answer: Coca cola<\/h5>\n

    This week\u2019s question<\/strong>: How much are Formula 1\u2019s ten teams worth?<\/p>\n"}]},{"main_heading":"Just for laughs","content_block":[{"acf_fc_layout":"image","image_type":"normal","image":135633,"image_link":null}]}]}],"lobby_image":{"ID":135633,"id":135633,"title":"Talking about AI as much as possible","filename":"say-AI-more-finish-scaled.jpeg","filesize":516578,"url":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/08\/say-AI-more-finish-scaled.jpeg","link":"https:\/\/monday.com\/blog\/monday-insights\/getting-your-employees-to-share-productive-feedback\/attachment\/say-ai-more-finish\/","alt":"Getting your employees to share productive feedback","author":"164","description":"","caption":"","name":"say-ai-more-finish","status":"inherit","uploaded_to":135632,"date":"2023-08-23 07:54:15","modified":"2023-08-23 07:54:54","menu_order":0,"mime_type":"image\/jpeg","type":"image","subtype":"jpeg","icon":"https:\/\/monday.com\/blog\/wp-includes\/images\/media\/default.png","width":2453,"height":2560,"sizes":{"thumbnail":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/08\/say-AI-more-finish-150x150.jpeg","thumbnail-width":150,"thumbnail-height":150,"medium":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/08\/say-AI-more-finish-287x300.jpeg","medium-width":287,"medium-height":300,"medium_large":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/08\/say-AI-more-finish-768x801.jpeg","medium_large-width":768,"medium_large-height":801,"large":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/08\/say-AI-more-finish-981x1024.jpeg","large-width":981,"large-height":1024,"1536x1536":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/08\/say-AI-more-finish-1472x1536.jpeg","1536x1536-width":1472,"1536x1536-height":1536,"2048x2048":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/08\/say-AI-more-finish-1963x2048.jpeg","2048x2048-width":1963,"2048x2048-height":2048}},"post_thumbnail_title":"","hide_post_info":false,"hide_bottom_cta":false,"hide_from_blog":false,"landing_page_layout":false,"sidebar_color_banner":"","custom_tags":false,"cluster":"","display_dates":"published","faqs":false,"activate_cta_banner":true,"cta_banner_text":"

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