How to be Proactive with Employee Feedback

<span id="hs_cos_wrapper_name" class="hs_cos_wrapper hs_cos_wrapper_meta_field hs_cos_wrapper_type_text" style="" data-hs-cos-general-type="meta_field" data-hs-cos-type="text" >How to be Proactive with Employee Feedback</span>

Your whistleblower hotline might be helping you check a box on your compliance checklist, but it's not helping you retain your employees. Employees rarely use such hotlines anyway, even when they have something serious to report. You need to hear what's really going on within your company. And if you want consistent and truthful feedback that will provide real value, you must be selective about the program you set up.

Why gauge employee feedback?

Accessing employee feedback can reveal issues you should be working on that pose serious harm to the company, patterns happening in particular departments, or with specific individuals—issues that can cost money and require damage control. Proactive efforts to access employee feedback are cheaper and easier to manage than dealing with the aftermath of a full-blown crisis.

By gauging employee feedback, you help:

  • Enhance company culture to reduce turnover
  • Improve employee retention and productivity
  • Identify issues with management personnel or departments
  • Mitigate issues before they go public or turn into lawsuits
  • Elevate the company's brand to help attract top talent in the marketplace

Why do whistleblower hotlines fail?

Like whistleblower hotlines, most traditional feedback processes do not allow employees safe real-time communication with management to resolve issues. They are limiting because employees worry about repercussions. They also do not encourage participation as employees often steer clear of them, not wanting to "rock the boat" or bring unwanted attention to themselves.

When employees do not have a secure and safe way to air grievances, their work can be affected, and eventually, they may seek alternative employment.

How can you create a successful employee feedback program?

We have put together a Complete Guide to Employee Feedback Programs to help you understand and weigh options on how you can best solicit honest employee feedback.

We delve into such areas as:

  • How confidential and anonymous are not the same because employees avoid giving confidential feedback—they need to feel safe to tell you the truth!
    Why whistleblower hotlines are perceived as a place only to lodge egregious and grossly illegal issues.
  • How many incidents are not reported, leaving staff to complain on sites such as Glassdoor, Blind, and on social media or in the press.
  • How employee satisfaction surveys aren’t enough for employees —the vast majority of them never see the results, are accustomed to blowing them off and know they are not anonymous.
  • How most of the incidents that cause employees to leave their jobs are not mentioned in exit interviews because employees do not want to harm a future job reference, nor do they see any value in sharing that information when it’s already too late.

Learn how to get the feedback you really want and can act on to retain your employees, build the culture you want, and limit litigation and unfavorable publicity risks. Access our guide to find out more!

Download the complete guide to employee feedback programs