Responding to Feedback Constructively

Keep in mind that your employees are willingly giving you advice on how to make things better for the future of your team and organization. To start, you should be incredibly grateful for that.

Having access to employee feedback is extremely valuable even though some of it might be hard to accept due to its constructive nature. These insights will help you get a better understanding of the factors affecting your team performance and satisfaction, and give you an idea of what you will be able to act on.

Through Officevibe, employees get access to a secure and safe channel where they can share their challenges and offer ideas for improvement.

When you receive such feedback, the objective is not to find out who left it but rather to understand that there are elements within your team and organization that contributed to your employee(s) feeling this way. Acknowledge it and see what you can take from this feedback to improve as a manager, a department, and organization.

Officevibe gives you the ability to reply to feedback left by employees anonymous or not. When answering remember these three golden rules:

• Don’t take it personally: The objective is to give employees a voice in making your team and organization better. And if they’re taking the time to write their feedback, they care.
• Think it through: Never answer feedback on impulse. Take a step back, understand the underlying messages your employee is trying to convey and reply when you get the big picture.
• Use plain language and a positive tone: By keeping your answers light and positive, employees will feel compelled to continue to give feedback,constructive or positive.