Feedback on Engagement: Better to Give and Receive

When was the last time you received feedback at work?

It turns out, forty-three percent of highly engaged employees receive feedback at least once a week, compared to only 18% of employees with low engagement.

And — it’s not only good news that’s good news. Critical feedback makes a difference, too.


Employees who regularly receive personal attention and specific feedback on their performance become more engaged, more committed to their organization, more interested in their work. Studies show that it doesn’t matter whether they receive praise or constructive criticism. More than anything, they appreciate that their employer values them enough to ensure that they succeed.

Displaying genuine interest in each employee’s performance is one way for employers to grow employee engagement. Another is to reach out regularly, seek their input, consider their ideas, and listen to their concerns.

A balanced plan includes giving and receiving feedback through both regularly scheduled deep dives on important topics — like employee engagement and satisfaction — as well as specific, time-sensitive conversations — like feedback on onboarding or a new technology. Keeping an open line that encourages two-way feedback allows you a better understanding of how your business decisions, operations practices, and overall culture are impacting your employees.

Ultimately, engagement requires — and inspires — action. Employees need to see that when they offer their opinions, their employer is willing to take their suggestions, address their concerns, and implement changes. When employees are confident they are being heard and that the company values their input, they’re more likely to listen and incorporate management’s ideas and suggestions into their work.

Let’s check in on connecting with your employees – join a webinar!