DiBona & Associates
DiBona & Associates

Unlocking Your Organization's Potential: Pushing the Boundaries of What's Possible

27.04.23 03:05 PM By Noel DiBona

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You, as a leader, know your number one resource is your people and you depend on them.

It’s not technology, it’s not your work systems that define your success. It ultimately comes down to the decisions and actions of those that work for you.

Employee feedback is one of your most powerful tools that will immeasurably help you unlock the true potential of your team. If you seek to uncover objective employee feedback and properly use that feedback, you will vastly improve the success of your team.

What are the best ways to gather accurate and objective employee feedback?

Do any of these situations sound familiar in your current or previous organization?

- Unwilling or unable to consider alternative perspectives or adapt to changing circumstances in today's fast-moving world of business.
- Facing tough competition, and you are seeing how fear in the company is getting in the way of unlocking the true potential of the organization.

-​ Strong track record of accomplishments for many years and are now seeing your organization become complacent.

- ​Falling prey to groupthink, where everyone is thinking the same way and there is little diversity of thought or perspective.

Whatever the case may be, we’ll show you how to break through that noise and empower your teams to push the boundaries of what is possible.

Why is it so important for leaders to gather accurate and objective employee feedback?

      • Stay ahead of the competition. By seeking to go beyond what's currently possible, businesses can create new products, services, and solutions that are innovative and different from anything currently on the market.
      • Pivot into new markets and revenue streams. This is particularly important in today's fast-paced, rapidly changing business environment, where standing still can quickly lead to falling behind.
      • When employees are encouraged to push the boundaries of what's possible, they are more likely to feel motivated and engaged in their work. That means more job satisfaction, productivity, and innovation.
      • Businesses will better meet the needs and desires of their customers, leading to higher levels of customer satisfaction and loyalty.
      • ·Greater social impact by addressing social, environmental, and economic challenges in new ways.

    It's about your people, not technology, not systems.

    Here are the top 10 reasons why employee feedback is such a powerful tool:

    1. Enhance employee performance.
    2. Increase employee engagement as it shows their work is important and recognized by the organization.
    3. Employees feel heard when their feedback is acted upon and are more likely to stay with the organization, reducing turnover of highly valued employees.
    4. Help employees develop skills necessary for the job, allowing them to take on new challenges and responsibilities.
    5. Encourage collaboration between employees and helps to build a culture of open communication, which improves team cohesion.
    6. Boost employee morale, leading to a more positive work environment, and increased productivity.
    7. Improve customer satisfaction rates.
    8. Identify strength and weakness, leading to better decision-making.
    9. Align individual, team, and company goals, ensuring everyone is pulling in the same direction.
    10. Identify areas of improvement, set goals, and develop professional development plans.

    ​Employee Surveys

    Surveys are an efficient and effective way to gather feedback from a large number of employees. You can ask specific questions related to the areas you want feedback on, such as job satisfaction, work-life balance, or communication within the company. Anonymous surveys can also encourage employees to provide honest feedback without fear of retaliation or judgment. Employee surveys are best suited for:

        • Hierarchical organizations, where employees may be hesitant to share feedback with their direct supervisors.
        • Organizations where there is a lack of trust or transparency, as anonymous surveys can encourage employees to provide honest feedback without fear of retaliation.
        • Cultures that value data-driven decision-making and where specific metrics related to communication, collaboration, honesty, and fairness can be tracked and analyzed.

    ​One-on-One Meetings with Employees

    Personal conversations with employees can help build trust and rapport, allowing for more candid and detailed feedback. Encourage open-ended questions and active listening during these meetings. It's important to create a safe and comfortable space for employees to share their thoughts, opinions, and concerns. One-on-one meetings are particularly important for:

        • Situations where there are specific concerns or conflicts between employees that need to be addressed.
        • Organizations that value personal relationships and trust-building, as one-on-one meetings provide a space for employees to build rapport with their supervisors or managers.
        • Companies that have a flat organizational structure, as one-on-one meetings can be an efficient way to gather feedback from a relatively small number of employees.
        • Cultures that prioritize open communication and transparency, as one-on-one meetings provide an opportunity for active listening and dialogue.
        • Organizations that need to build trust and rapport with their employees or those with a company culture that values interpersonal relationships.

    ​Focus Groups

    Focus groups allow for deeper insights into specific areas of concern. By bringing together a small group of employees, you can facilitate a discussion around a particular topic, allowing participants to build off each other's ideas and share their own experiences. This can help identify trends and patterns that might not be apparent through other feedback channels. Focus groups are particularly helpful when:

        • Businesses are seeking in-depth insights on a specific topic or area of concern, such as employee retention or productivity.
        • Organizations are wanting to encourage dialogue and collaboration among employees, or those with a culture that values team building and consensus-building.
        • Situations where a diverse range of perspectives is valuable, such as when exploring issues related to diversity and inclusion.
        • Companies that want to increase collaboration and teamwork, as focus groups provide an opportunity for employees to build off each other's ideas and perspectives.
        • Organizations where there are complex or nuanced issues related to communication, collaboration, honesty, and fairness that require in-depth exploration.
        • Cultures that value inclusion and diversity as focus groups can ensure that a wide range of perspectives and experiences are represented.

    The best approach depends on the specific goals, culture, and organizational structure of the business that seeks to use these tools. It's important to consider the specific needs and preferences of employees, as well as the organization's communication and feedback culture, when selecting the most appropriate method.