Provided by the International Finance Corporation
Employee morale problems can be the result of any number of workplace problems. If employees don’t like a particular supervisor, or feel that their work isn’t appreciated, results will suffer. Getting to the root of the problem is sometimes a challenge. In many instances, the only way to get at it is to ask your employees to tell you. This can be a difficult situation for you and for them. On the one hand, you can gain valuable information about how to increase your employees’ job satisfaction. On the other, you might have to face the fact that something that you do is a source of problems. An employee is faced with similar concerns. Should they offer honest criticism and risk retaliation, or keep silent?
For supervisors to improve and make appropriate decisions concerning their behavior and management practices, they need accurate information about how their employees currently see them functioning. To do that, you could use the SKS method: simply ask your team/staff what you should stop (S), keep (K), and start (S) doing.
The tool you can download below provides some tips on how to ask and receive feedback to improve your relationship with your employees, as well as their motivation and performance. You may adapt it to your business needs and employment conditions.
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ICON_WORD.gif Receiving Feedback from Employees
For more resources
Five tips for onboarding employees effectively
Five tips to retain your best employees
Three questions for a fair compensation strategy
Exit interview questionaire
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The material in this work is copyrighted. Copying and/or transmitting portions or all of this work without permission may be a violation of applicable law. IFC does not guarantee the accuracy, reliability or completeness of the content included in this work, or for the conclusions or judgments described herein, and accepts no responsibility or liability for any omissions or errors (including, without limitation, typographical errors and technical errors) in the content whatsoever or for reliance thereon.