Feedback – an integral part of Employee Engagement

Feedback – an integral part of Employee Engagement

Feedback is as important as any of the other responsibilities that are carried out in an organization, whether it is given or taken. However, when it comes to the organization in taking feedback from its employees, it becomes even more crucial. It is a powerful source of building up ideas around employee engagement. By being active in this process, the company can strengthen the relationship with the employee, align the employee goals with that of the organization and grow.


The following can be considered when conducting the feedback sessions.


React or not to react

It is very important to know what to do because if there are traces of defense or anger on the receiver’s end, then the whole purpose of taking feedback ends. While conducting the feedback sessions, the receiver should be very patient. But, to make the feedback session constructive, there should be a dialogue where logic should be put, instances and examples should be quoted and solutions/suggestions should be looked forward to. It can be a session where people want to vent out, and that is ok, but the focus should not shift

Emotional quotient:

When listening to feedback, you have to try to be in their shoes in order to understand them better. Whether the grievance is small or big, relevant or irrelevant, every concern or grievance should be treated as a piece of information from a resource of the company. The employees should feel that there is someone to hear them out.

Unbiased Approach:

 We tend to be biased at times while receiving the feedback, on the basis of personal traits, position, past interactions, etc which is totally an unfair approach.

Take Actions:

Think of an action plan and you can segregate the actionable as “Quick wins”, “Can be done in 2 months”, “need some time” and “far-fetched concerns”.

Focus on quick wins as it gives certainty to the employees that their concerns are not just heard but actions are also taken to cater to their needs. This also helps reduce the negativity. Even if all the concerns are not taken care of immediately, the ones which can be acted upon immediately should not be ignored.



When the feedback tends to be negative at large, it becomes all the more important to discuss it out with the employees which makes them feel that the company acknowledges their concerns and views and admits that there is a scope for  improvement.

Conduct Regular Feedback Sessions:

Have platforms where employees can open up and write.  For example, surveys, one on one meeting, feedback link etc. Also, make sure that these platforms are functional and are tracked/ conducted regularly.


Small tip: To start off, the first thing that has to be in mind that feedbacks are not sweet-coated talks and they may come out to be rough and stingy. But, the positive side that could be taken is that they open up and discuss their problems which show that they have faith in the company and believe that something will be done. Start taking actions before the grievances turn into exhibition of dissonant behavior.


Engaged organizations have strong and authentic values, with trust and fairness based on mutual respect, where promises and commitments- between employers and employees- are understood and fulfilled.

By Varsha Debnath- Sr. HR Executive.

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