As workplaces return to the office and create new supports for their teams, communication is more paramount than ever. Your staff want to feel heard and like they have a say in decisions that directly impact them. This article covers some ways you can gather feedback from your staff, but remember, regular communication is just as important as specific information gathering. Don’t keep your team in the dark! For example, if you’re considering allowing staff to continue to work from home, let them know you’re exploring options and make them feel like part of the process.
There are many ways you can gather feedback - the best option for you will depend on your organization’s size, your department structure, etc. Every option has its perks and its drawbacks. Consider each method’s pros and cons below before making your decision!
1. Surveys
Pros
Efficient - It’s a great option when you have a lot of people you need to gather feedback from.
Consistent - You’re always asking the same questions, so responses are like comparing apples to apples.
Anonymous - Your staff can provide honest feedback free of judgment because surveys don’t necessarily tie responses to individuals.
Cons
Too Formal - Surveys often peg responses to either black or white and don’t always account for the grey area between the two.
Impersonal - They sometimes don’t allow for follow-up questions or clarification.
Margin of Error - If you’re looking for very specific feedback, be mindful of how your questions are worded. You don’t want your question to lead your staff to an answer that might not reflect their true feelings. For example, “if you’ve enjoyed working from home, would you like to continue?” directs people to a positive answer more so than the question, “what kind of work model would you like to see moving forward?”
2. Large Group or Full-Staff Meetings
Pros
Efficient - Similar to a survey, it’s light on manpower. It’s one meeting across all schedules, and everyone hears the same initial information or questions.
Energy - There’s often a positive vibe that comes from having lots of people in the room that can’t be duplicated in the same way in other settings.
Collaboration - Having all levels of employment and departments together at the same time allows for more perspectives, which can lead to collaboration that can generate solutions. A full-staff meeting is perfect to have a facilitator help teams navigate the open-discussion format.
Cons
Hiding - A group setting allows people who might not be comfortable speaking in a large group to let others take the lead and not speak their minds.
Debates - Larger groups can invite contrasting ideas, which could lead to an unproductive debate or skew you completely off-topic.
Scheduling - Although it’s only one meeting, it can be difficult to schedule a time to get EVERYONE together.
3. Small Group Meetings
Pros
Listening - Staff have the opportunity to not only give their perspective but also hear other perspectives. This could lead to open, healthy discussions.
Flexibility - To ensure you have a variety of perspectives, this format allows you to mix up the groups. You can create groups with people from different departments, employment levels, and years of experience at your company.
Efficient - Although it is not as efficient as the large group or survey option, it’s less time than one-on-one interviews while still providing time for every voice to be heard with some open discussion.
Cons
Privacy - Staff may edit what they say because they may not be comfortable sharing their feedback in front of their co-workers.
Shared Time - Each person would have time to say their piece, but the time to offer feedback is shared amongst the group.
Personalities - Depending on the mix of people, you may run into clashing personalities. This could lead to unhealthy debates or some dominating the conversation more than others.
4. One-on-One Meetings
Pros
In-Depth - With one-on-one attention, it automatically feels more like a conversion. Your staff are more likely to ask follow-up questions or for clarification.
Privacy - Private interviews allow for a cone of silence. Of course, how much your staff will open up depends on the relationship. This can be a good opportunity to bring in a facilitator to conduct the interviews. That way, all staff start from the same relationship level.
Relationship Building - On the flip side, it can help you build trust with your staff by making sure they feel heard.
Cons
Time-Consuming - Of our four options, one-on-one interviews can be very tedious. To do them well, you can’t rush the process. If you have a lot of staff, interviewing them individually will take a lot of time.
Inconsistency - Conversations should flow naturally, but that can also make it hard to compare answers and find themes across all staff.
Irrelevant Information - Keeping on track with limited time can also be a challenge. This is another good reason to consider a facilitator. It can help bring an unspoken formality to the interview and help prevent the conversation from straying into talking about weekend plans or the weather.
There is plenty to consider when you’re planning on getting feedback from staff. Ultimately, prioritize two elements: ensuring your employees genuinely feel like they have a say and ensuring the feedback you gather is what you need to inform your decisions.
If you have any questions about gathering feedback or would like to explore your options with a professional facilitator, please get in touch.