Why feedback is so important to an effective HR department?

27 Sep 2019 | Tags: First tag, Office, Startup

Why feedback is so important to an effective HR department?

The HR department has a lot of responsibilities, and many of them require giving feedback to employees. The research has shown that employees are more engaged when they receive good feedback. As a result, they are motivated, feel wanted and valued within the company. Satisfaction from work is translating into the effectiveness and so on for financial results.

HOW HR DEPARTMENT AFFECTS EMPLOYEES

The HR department is strictly associated with communication in the workplace. In many cases the feedback is crucial.

One of them is the evaluation of the employees. In this case, we need to communicate about a person’s performance and outcomes. Positive feedback can motivate an employee and make him even more productive. A negative one can also have positive results by showing room for improvement. In both scenarios (often happening at the same time) we need to know how to give effective feedback. Achieving that, will result in motivated and aligned with company goals employees.

The next thing is reporting problems with how the company works. When an employee sees an issue, he should be able to report it to HR. Even if a problem is out of the scope of this department, a person reporting it should always be listened to and receive feedback on how it was handled. This gives a feeling of belonging and importance to an employee. It also boosts his confidence, engagement and states his position as a member of a company. Gallup research has shown that engagement creates a positive feedback loop: “People who are engaged are more successful, and success helps people engage in their work”.

The last, but not least – compensation negotiation. HR is often involved in salary negotiations and can have a major impact on the final decision, based on an employee evaluation. Declining a raise requires exceptional communication skills to give feedback that won’t discourage an employee. He needs to exactly know why he didn’t get it and what he needs to improve. It’s possible to motivate an employee even after a negative experience such as this.

HOW TO GIVE CONSTRUCTIVE FEEDBACK

Now that we know that feedback is important, we need to be sure to communicate it constructively. It should be clear, specific and told in a non-judgemental way. In order to do it, try the SBI model:

  • Capture situation – say what do you referring to and when it happened. It helps to see the situation clearly so that everybody knows the context.
  • Describe behavior – tell about the facts, don’t make assumptions or subjective judgments about somebody’s behavior or work.
  • Describe the impact – try to refer to how it affected or can affect you or others. It’s important to say about the consequences.

The HR department, in many areas of their work, is as effective as the feedback it gave. The difference between good and bad feedback can have a huge impact on employee morale, motivation, and engagement. In extreme cases, it can result in losing the best employees, when it could’ve been easily avoided. High retention is something that every company takes pride in and the HR department can help increase it by giving effective and constructive feedback.r

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