The Impact of 360 Feedback Surveys on Employee Engagement and Retention

The ratio of engaged to actively disengaged employees is now 1.8 to 1, the lowest in almost a decade. Think about that for a moment. For every actively disengaged worker, there are not even two more who are happily employed. Talk about demoralizing…for everyone. Not only is it no fun being actively disengaged, but it’s also no fun working with the actively disengaged. And it’s certainly no fun being a customer of the actively disengaged. Looking for a powerful way to make a positive impact on employee engagement and retention? Hear us out on the role 360 feedback surveys can play on your employee engagement and retention efforts.

Do You Have an Employee Engagement and Retention Problem?

It’s not necessarily an indictment if you’ve lost a few good employees over the years. There are some people who will understandably leave the company if their role isn’t right for them. And there are some people who will leave even the greatest organization for reasons entirely outside of that organization’s control.

So, how can you tell if your organization has an employee engagement or retention problem? That’s easy—just ask. Send out regular surveys, like the 360 feedback surveys and pulse surveys offered by G360 Surveys. Meet with your team regularly—both as a group and individually- and ask them how things are going for them. Finally, if someone is leaving your company, request an exit interview to collect data on why they’re leaving. All these tools can help cue you into any engagement and retention issues your organization might have.

The Most Effective Employee Engagement and Retention Strategies

It’s a long read, but this blog post from Workday has a lot of great suggestions to help you improve employee engagement and retention. No surprise here, but our favorites are the ones that a well-designed 360 degree feedback program can help with. They include enabling honest communication and prioritizing training and development.

That’s right, boosting employee engagement and retention could be as simple as providing your team with regular feedback opportunities, acting on that feedback, encouraging them to make “SMART” goals that are specific, measurable, attainable, realistic and timely, and helping them work toward those goals by providing coaching and new opportunities for them to grow and/or try out their new skills.

And we all know everyone loves to get positive feedback. But negative feedback? It’s not as shudder worthy as you might think. As long as it’s delivered appropriately, even negative feedback can show employees that you value them and want to see them succeed.