Making Feedback a Priority

Culture and career growth are two important aspects that job candidates often look for when applying for open positions. When asked, employees will admit that lack of feedback is one of their main complaints in any job, but especially in the construction industry.

If you want to entice job candidates and retain the employees you have, you must make feedback a priority. Incorporate feedback into your company culture, by following these steps:

Feedback should be given at the right time, not just when there is a problem. Be sure to train all managers, and even your hiring managers, on how to give and receive feedback. Feedback must be actionable to be effective. Determine the best method for training your managers, providing materials, and implementing feedback in your company.
Feedback needs to become routine within your company. Be sure that all employees understand your policy on feedback and that they should expect feedback regularly. If an employee does not receive regular feedback, inform them they have the right to report the lack of feedback.
Form a solution for tracking all feedback within your company. This will help further your feedback program and help your managers adjust. You should analyze the feedback given, how it was received, and track any goals given. This will help you strategize your feedback program.
One of the most important factors to any feedback program is recognition and rewards. This is a great way to demonstrate and incentivize both managers and employees, and enforces the importance of feedback company wide.
Evaluate your feedback program consistently. As your company culture changes, you may need to make small adjustments to your feedback plan.

Companies that have implemented a feedback program, have seen an increase in employee retention, increased productivity, and a happier company culture. Consider making feedback a priority in your company.