The Power Of Candid Employee Feedback

If we want better outcomes for our organizations, we need candid feedback from our employees. We may not always like what we hear, but without it, we’re missing opportunities.

At SkillPath, we’re just a week past the closing bells on our second annual online employee survey, and admittedly, I’m nervous about the results. Our first survey followed a change-filled year of new directions, new faces and promising new revenue streams, but the high level of change has pushed many of our employees out of their comfort zones. While we are making a lot of positive improvements, last year’s satisfaction survey indicated progress is not always easy.

As a culture-focused, mission-driven organization, we need that reality check. When we’re not asking tough questions, or when our employees are nervous about answering honestly, we become satisfied with the status quo. As a result, the organization doesn’t grow, and employees don’t improve, which leads to long-term consequences.

There’s a lot of ink shared about obtaining employee feedback as an engagement tactic. We’re reminded that employees feel valued when we ask for and use their ideas and suggestions. While that’s true (and extremely important), a key reason for getting employee feedback is more basic. Employees are closest to the work, and they are the first to hear complaints or suggestions from clients. They also have helpful insight into the culture and work environment -- critical factors in recruiting and retention.

Kara Cowie, Vice President of Corporate Communications at SkillPath, shares her thoughts in this article on Forbes.com on getting the honest employee feedback and input you need to create stronger organizations.