Why seek staff feedback

Why seek staff feedback?

Just as providing feedback to employees helps them learn and grow, seeking staff feedback also serves to improve the business environment.

But how do you gain honest feedback from your employees and what questions should you be asking?


The value of feedback

Asking your staff what they think or how they feel about their workplace helps create a culture of engagement within any business, ensuring employees feel valued, heard and invested in the organisation they work for.

Ultimately, this has benefits to any business bottom line – improving morale, reducing turnover, and fostering a feeling of collaboration.

In 2019, a Deloitte survey found 84 per cent of employees rated ‘employee experience’ as important, and 28 per cent identified it as one of the three most urgent issues facing their organisation.

Meanwhile, research from MIT noted enterprises with a top-quartile employee experience achieve twice the innovation, double the customer satisfaction, and 25 per cent higher profits than organisations with a bottom-quartile employee experience.

So how can you identify areas for improvement, and what should you be asking?


Five ways to seek employee feedback

In any organisation, regardless of its size or sector, there are multiple ways to seek employee feedback.

These range from an open-door policy to team meetings and specific surveys.

1. Open-door policy

An open-door policy encourages staff to come forward with their concerns, allowing an organisation to address them in person at that moment. However, it can be limited due to fear of offending a manager.

2. Performance appraisals

Regular performance appraisals allow for two-way communication about areas for improvement for both the staff member and the business. But this only works if staff members are encouraged to have their say, and the organisation is seen to act on suggestions.

3. Team meetings

Scheduled team meetings enable staff to discuss issues in an open manner, raising concerns about problems that need to be addressed. However, meetings can be time consuming and prone to getting side-tracked.

4. One on one sessions

Different to a performance appraisal, casual one-on-one sessions foster an environment of trust where issues or potential improvements can be openly aired. Again, the effectiveness of this feedback option depends on whether the business openly takes suggestions on board and acts on them, and is always limited by staff concern about offending the leader in question.

5. Surveys and anonymous feedback

While the above options allow for discussion and face-to-face feedback, there is high value in facilitating anonymous feedback through tools like surveys.

This allows an organisation to ask specific questions, and more importantly have them answered openly and honestly, without fear of casing offence or being seen negatively for an opinion.

But what questions should you be asking?


Staff survey suggestions

Staff surveys can potentially focus on a range of issues, from culture to management style, office amenities, work/life balance and so much more.

For example, a management style survey may include questions like the following:

  • How do you rate this organisation’s management style?
  • Can we improve the way we communicate with employees?
  • Has poor communication impacted your ability to do your job?
  • If you were in a leadership position at this organisation, what would you change tomorrow, and why?

Or an office environment questionnaire might include questions like:

  • How do you rate the level of comfort in this workplace?
  • Does the office environment allow you to work without distraction when you need to?
  • Do you have all the tools and resources you need to do your job effectively?
  • If you could change something about the workplace environment, what would it be and why?  


While a cultural survey might include:

  • Please rate how inspired you are by the purpose and mission of this organisation
  • On a scale from 0-10, how likely are you to recommend your organisation as a good place to work?
  • Do you believe this organisation protects you from discrimination?
  • Do you believe the workplace environment reflects the organisation’s mission and values?

How we can help

Moodly provides an innovative hardware and software system that allows you to position feedback kiosks anywhere in your business and tailor employee surveys to suit your needs.

The state-of-the art software then instantly compiles this information into a clear and data that you can access on a concise up-to-the minute dashboard.

You can view our feedback terminals here.