When people receive ongoing feedback — no matter their level of seniority at a company — they’re able to grow and develop faster. One-on-one employee feedback is most effective when it happens more than once a year, and it means alot to build a culture of feedback within a company.

A culture of feedback is built on a comprehensive employee feedback strategy. This strategy encompasses many different components, like company-wide feedback, developmental feedback and employee experience feedback.

Whether you’re just exploring what it means to create an employee feedback strategy, looking to experiment with something new, or you’ve been collecting employee feedback for a while, this article is for you.

Before we dive into the overall strategy, let’s look at the specific definition of feedback and what makes it most effective. We define feedback as information about past actions that is given to a person (or group) to be used as a guide for future improvement.

What matters when giving feedback?

These three factors apply within any context of feedback — workplace or otherwise.

Why is the concept of feedback becoming so important at work? It helps people and organizations improve. Companies that adopt a culture of feedback are agile — they can learn faster and do more for their customers. The backbone of building that culture is a solid employee feedback strategy that utilizes employee surveys.

Influencers basically give their feedback on the brand products. If it’s good they promote it, if not good they call it out!

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There are many different types of employee surveys you can use to build your employee feedback strategy. That’s why we’ve put together a basic employee feedback strategy in six steps.

Your employee feedback strategy is the backbone of a culture of feedback. Employee surveys allow you to collect feedback at scale so you can learn fast and take action. This process takes place at the individual, team, and company levels throughout many types of surveys.

When employees see that their feedback is heard through surveys, and they also find a receptive audience among their peers and leaders — a true culture of feedback is created.

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