Continuous feedback: Bridging gaps and celebrating empowerment

One of the most interesting things about changing workspaces is the simple fact that there are so many new things to learn everyday. With new trends appearing almost everyday, it isn’t easy to embrace them without the will to learn, even when you’re at work. But sadly, just learning isn’t enough. How do you know if you have learned right if there’s no one to tell you that? 

In a world that is home to a large number of fast-paced changes, it is wrong to assume that management styles won’t undergo massive change as well. And one of the biggest changes we see is the rise in continuous feedback. 

 

What is continuous feedback?

 

With annual reviews proving to be rather ineffective in the modern era of work, new tools have risen that help to not only bridge the gap between managers and employees, but also introduce practices that can make work more agile and flexible, giving rise to greater employee engagement and thereby, productivity. 

So a system that allows you to give continuous feedback does not only eliminate flaws like timeline issues that restrict annual feedback to just a few relevant months, the boring nature of the yearly procedures as well as insufficient feedback, it can enable an organization to recognize what the employees are doing right, and what they aren’t, they can also make communication regular, seamless and flexible. 

  • The changing nature of feedback 

With the idea that feedback is restricted only for someone who isn’t doing their job right-ruling the roost, it’s not surprising to know that feedback is essentially a rather negative word to use. 

But with the changing times and trends, not only is evident that we need to stop villainizing the word ‘feedback’, we also need to understand that it actually helps more than it harms. 

At the end of the day, it is only with the help of feedback that you can understand what you are doing right. It is with feedback that you can even start looking for creative solutions to difficult problems and even empower your organization to innovate towards growth. 

With employee feedback becoming an increasingly important part of organizations, so are cultures that celebrate easy communication, constructive criticism as well as empowerment that enables not just the organization to excel, but the employees too.  

  • Ratings matter 

With the ability to rate various opinions and reviews, organizations can understand suggestions that are popular and credible and learn from them. 

Ratings also help employers and employees prioritise answers that communicate the urgency of its nature to everyone else. 

Being able to rate the one who is rating allows a team of credible, unbiased voices that bridges gaps between employees and managers. 

  • Censorship can make a difference 

With the help of analytical tools, not only does monitoring comments become easier, it is also easy for the management to keep hate speech, leaking sensitive information and unwanted comments at bay. 

While comments are important to understand issues better, in a system where anonymity is important, it makes sense to review them before publication. 

  • Anonymity encourages conversations  

While it is true that anonymous surveys are not easy to trust, in a professional space where a comment can cost you your job, anonymity actually encourages people to speak up. 

Be it safety issues or sexual harassment or failing managers, some topics are way too sensitive to be dealt without diplomacy and care. With repression not exactly helping the organization realise where they are failing, creation of safe spaces not just bring these issues to the forefront, it also protects employees from the worst. 

  • Simplicity is key 

Starting from how easy it is to use the tool and ending with how short and sweet the questions you have are, simplicity is quite the winner when it comes to feedback systems. 

And if you have a ratings system in place, nothing could actually be better! 

Distinctly different from employee feedback surveys in nature, ratings not only means quick and easy feedback, but true feedback too. 

In fact, if you design your system right, access can be simplified to such an extent, that you can actually update things from your inbox. 

  • Designed to win 

While surveys and long questionnaires can discourage people from engaging with them, a feedback system can prove to be a whiff of fresh air if designed right. 

You see, a feedback system is not merely restricted to figuring out what your employees are doing right or wrong. It is an effective way to realise what the company is doing right, and even they ways in which they can improve. 

Not only do people respond more to shorter surveys, also known as pulse surveys, they can address several issues, be open to suggestions and eventually build detailed feedback that makes a difference from those working in the company. 

 

Though adapting to change can be intimidating, we’re here to help. 

How? Read on to know: 

 

  • Dockabl 2.0 is a continuous feedback tool which seamlessly integrates into the ecosystem of work for any individual or team. 
  • It then enables ongoing feedback on work, projects and skills, behaviours. 
  • This is achieved by reaching our customer where they are, rather than asking them to indulge in more work on our tool. 
  • This is solved through plug ins and integrations with work tools such as Slack, Jira, Asana, Email, Calendar, Whatsapp etc. Dockabl 2.0 focuses on feedback consolidation, curation and deep insights on this data. We have come up with a concept of a worklife score which we envision will replace any performance review rating score, assessment score or any other metric in the context of work performance. 
  • What a credit score is to you in the context of financial metrics, worklife score would be in the context of work metrics. 
  • This score could become the norm for performance reviews, career progression, pay, recruitment, succession, etc 
  • The best part is that, these insights and analytics are an outcome of multiple quantitative and qualitative data points over a period of time and not a random rating shared by a manager at the end of the year. 
  • Moreover, there is a strong layer of gamification where an employee will continue to strive for higher levels which is synonymous to higher performance and holistic development in the context of work and work progression.
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