Checking in and receiving feedback in a timely manner can make or break company growth. As people leaders, it’s necessary to act as a bridge that closes the gap between professional development and the milestones that shape your employees’ lives. Approaching the needs, personal preferences, or life changes of your employees can seem intimidating and trust us, we know – you only want the best for them, and to help them succeed not just in the office, but outside of it.
Hibob is excited to introduce to you our newest piece of bob, Employee Lifecycle Feedback, a tool for collecting invaluable team and individual insights. Employee Lifecycle Feedback allows companies to track their employees’ milestones and progress by capturing important feedback at every stage of their employment lifecycle.
The future of work requires companies to gather feedback from their people in a non-anonymous manner at various stages that help them build an effective feedback architecture. Feedback mechanisms should find employees at each point within their lifecycle and check-in regarding their experiences in training, career progression, and more over time.
We don’t want people leaders and managers to feel like they’re prying. So, we’ve created Employee Lifecycle Feedback to collect real-time, named, and context-related feedback in the right way, at the right time, and in any regard. Businesses can easily identify and understand the moments that matter most to their people, how these impact their experiences, and what they can do at each stage to have a positive effect on metrics like engagement, attrition, and productivity.
The adaptability of Employee Lifecycle Feedback allows businesses to create the culture they’ve always dreamed of while empowering and prioritizing their employees at the same time. More than ever, it’s crucial that people leaders take into account that each employee is unique, with different backgrounds, needs, and work experiences, and that replicating employees’ most valuable moments will forever deliver value to the company.
It starts with checking in at the right times. As a jumping-off point, consider checking in and taking in timely feedback when changes at work most standardly occur. Our new survey is ideal for the collection of named feedback following career milestones and events such as:
- 30 days after the start date: Avoid losing new hires after the first month by checking on the efficacy of their initial training and welcome experience.
- Post-onboarding: Define and improve your onboarding process with feedback from your people once they enter the next phase of the employee experience.
- 1st workaversary: Keep your people interested and engaged past the 1-year mark by surveying their work experience, progress, and goals.
- Post-probation: This may be the first 3 months of a new hire’s employment; when you’ve reached that mark, get direct feedback on what your employee expects next.
- Exit survey: When the time comes for one of your healthy, happy, and grown employees to move on, interview them on their experience and apply it where it counts.
When an employee receives a promotion or changes departments, or a team or company experiences a change in management or leadership, Employee Lifecycle Feedback is there to help measure transition progress, as well.
Professional lifecycle stages are just the beginning of understanding your employees’ daily experiences and moments that make a lasting impact. Capturing real-time feedback becomes even more valuable when it’s relevant to specific, heartfelt answers. Tracking these types of responses or circumstances can greatly help business leaders learn where and when they need to boost morale, address social networking issues, and where employees experience the greatest reward.
Taking notice and at certain times, being made aware of major life changes, can significantly alter the mood and productivity levels of your people. Exuding a sense of empathy or offering support at a time when its needed most will aid the employee who provided the specific feedback, but will also boost your culture and employer brand name. These life changes may need to be accommodated, and often they include getting married or divorced, having a baby, moving, or experiencing the death or illness of a loved one. As the great people leader and inspiring managers we know you to be, each of these changes requires attention and sensitivity. Employee Lifecycle Feedback is that outlet for when an employee wants to express this need.
The ability to accurately gauge the health status of your employees is a sought-after skill that can only be excelled when partnered with the right digital tool. Maybe you’ve noticed an onset of burnout happening in the office or maybe a specific employee, who usually performs well, is having a hard time focusing. Tell-tale sales of physical and mental health symptoms are all around us but it’s better to ask, instead of assuming the worst.
Employee lifecycle feedback can also help you determine where your people need a little more attention in the health department:
- Mental health: Workplace anxiety, depression, and other mental health struggles can be addressed with consent, allowing people leaders to give support where it’s needed.
- Physical health: Make physical illness less daunting to discuss by monitoring the status of your employees in recovery or who need to recharge with a day in bed.
- Burnout syndrome: Prevent burnout syndrome before spreads by keeping track of your employees’ workload, roadmap, and goals reached – from their perspective.
Taking account of your people and being accountable for the employee experience are two separate scenarios, but should be blended in an effort to care about overall wellbeing. Engaging your people and improving their work satisfaction is made easier and more enjoyable through real-time tracking of milestones and events with bob’s Employee Lifecycle Feedback. Curate a culture where being heard is a priority and continuously evolve by checking in with your employees when it matters most.