Continuous Feedback
Workplace dynamics and expectations are constantly evolving. With the increased prevalence of Millennials (typically born from 1981 to 1996) in the workplace, a notable shift in core values is evident. Turnover rates remain high, and workplaces will need to evolve to get people excited about coming to work. Fortunately, continuous feedback models can help you accomplish this goal by making sure your employees always feel heard and valued for their contributions.
Feedback is a cyclic process and not a linear process. The cycle makes sure that the content is absorbed, implemented, and repeated. The continuous feedback model, also known as the Deming wheel, was developed by renowned management consultant Dr. Edwards Deming in the 1950s.
The Deming cycle is a continuous quality improvement model which consists of a logical sequence of four key stages: Plan, Do, Study, and Act.
1. Plan: You need to identify and understand where the problem lies even before you plan to give feedback to the employees.
2. Do: Once you have identified the problem, you need to evaluate the situation, check your organization's system, and run a small-scale change project before implementing the new system in the entire organization. This method will allow you to assess whether your proposed changes have achieved the desired outcome with minimum disruption.
3. Check: Next, analyze your pilot project's results against the criteria you defined in Step 1 to assess whether your idea was successful. If it wasn't, return to Step 1. If it was, advance to Step 4.
4. Act: This is the stage where you implement your solution. Remember, this is a continuous process, a loop, and not a linear process with a beginning and an end which means your improved process now becomes a stepping stone to keep improving your strategy.
Here are just some of the benefits of continuous feedback models:
Increases employee engagement
Helps create transparent company culture and values
Allows employees and organizations to set better goals.
Boosts morale
Appreciation from clients
Improves decision-making skills throughout the organization
Increases productivity by creating more open lines of communication among employees, managers, and executives.
If you want to start creating your continuous feedback model, here are some suggestions.
Identify which areas need the most improvement: You can start by asking employees what they already like about the company and where there is room for change. This strategy will ensure you won't waste time focusing on things that aren't relevant to what your employees want.
Create a safe space: Your employees must know their feedback will be taken seriously and used to improve the company. You can do this by sending an email detailing how you'll implement continuous input and what to expect in your transition to a feedback culture. This way, everyone is on the same page, and there are no misunderstandings.
Start with a pilot program: Do a soft launch of a continuous feedback performance review program in one department to see how it affects the company culture before implementing the model. This strategy is ideal for testing out different models and ensuring everyone is on board.
Incentivize participation: For your employees to be fully engaged, they will need to know that their input is valued. Consider offering small incentives of involvement with the first round of feedback or asking employees who submit valuable ideas to co-author blog posts on performance appraisal. This way, everyone is working towards the same goal and knows their contributions are appreciated.
Continuous feedback models can be a great way to accomplish the goal of increasing employee engagement. By implementing a continuous feedback model with your employees and making sure everyone has a voice, you can create a workplace where people feel like they're part of something bigger and more meaningful than just their job.
