Why is employee feedback important?

Why is employee feedback important?


When it comes to a company’s success, the value of employee feedback cannot be understated. Constructive criticism encourages employee growth, and employee feedback can provide leadership with insightful business information. When done correctly, feedback is an important element of the work environment and is incredibly effective at enhancing performance culture.  

But, managers frequently hesitate to grant it.  

Workers are reluctant to accept it. 

Companies are reluctant to recover it from their workers. 

Members of the team are unwilling to provide it to their managers.  

And it is obvious to all that the process is difficult. 

 Why should you gather input from employees? 

When you pay attention to your staff, they are 4.6 times more likely to feel inspired to give their all at work. Collecting employee input is important since it enhances the productivity and engagement of the workforce as a whole. For comprehensive information, get employee input on their performance and the workplace. 


It’s important to get the employee’s self-evaluation before providing performance feedback, regardless of the method—face-to-face, by email, or through the completion of a formal review. They probably have a solid concept of how they are doing. You can learn the following things by questioning the employee about their performance: 

  1. Their particular viewpoint 
  2. Any unforeseen circumstances
  3. Even more so than your own, their evaluation of their actions may be important.

You can begin to communicate and better understand employee performance by asking them for their opinions. You may also be able to read blaming attitudes, justifications, or a lack of accountability in specific situations. In any case, letting them take the lead will offer you the information you need to confidently continue the conversation.  

It’s important to regularly collect feedback from staff members outside of performance evaluations. Employees seek a workplace where their opinions are valued, and their efforts are acknowledged in today’s competitive job market. To keep talent and prevent costly turnover, it’s important to address employees’ concerns. Frequent check-ins with your staff, such as through brief periodic surveys, improve both their performance and engagement and the organization as a whole. Employee engagement surveys, or pulse surveys, are effective instruments for gathering truthful input about work happiness, levels of involvement across departments, and overall business culture. You may address employees’ concerns, track results, and monitor feedback patterns over time by regularly asking for anonymous feedback through surveys. 

Giving constructive employee feedback: 

Giving constructive feedback is essential for improving employee performance and driving organizational success. To ensure that feedback is specific, actionable, and delivered in a positive and supportive manner, managers should focus on specific behaviors and actions, use a positive approach, provide actionable feedback, encourage open communication, set clear expectations, and check in regularly. This helps to build trust and foster a culture of continuous improvement. 

The value of a feedback loop for employees 

The final line is that feedback is fantastic for the workplace. Employers who regularly schedule employee feedback experience a 14.9% reduction in attrition. The goal of feedback is to strengthen the team and the broader organization. When your staff offers you constructive criticism, remember that it’s not personal, it benefits your entire team and your company, and it’s really beneficial if you can implement it into your practices and tactics.  

An effective employee feedback loop increases workplace transparency, clarifies personal goals, develops future leaders for the company, and aids managers in becoming better managers. It has favorable effects on pay, the culture of performance, and employee engagement. Recognizing the value of employee feedback and how it contributes to your firm’s success is essential. Offering and receiving constructive criticism is one of the most significant, practical, and accessible strategies for developing engaged, committed teams.  

The Talent Management platform from Authrecruit includes pre-built and configurable Employee Engagement Surveys, which are the tools you need to launch effective employee feedback procedures. In addition, with Authrecruit Performance Management and Employee Engagement solutions portfolio, you can effectively engage with your staff, assess their performance, and solicit feedback. Sign up for a demo today. 


How (and Why) to Promote Work-Life Balance for Employees

How (and Why) to Promote Work-Life Balance
for Employees

Many individuals keep erratic hours or read their emails after hours. Some workers may find it difficult to maintain a healthy work-life balance when they believe they don’t have enough time for both because of perceived managerial pressure or personal pressure. 

The key is creating efficient procedures that assist your staff in finding work-life balance. Learn what work-life balance is, what factors contribute to it, why it’s important to encourage employee work-life balance and practical advice on how to do it. 

What is Work-Life Balance? 

Maintaining separation and success in both your personal and professional efforts is what is meant by “work-life balance.” Many businesses promote work- life balance by putting policies in place and offering rewards that assist employees in successfully juggling all of their obligations. 

What Causes Imbalance? 

Advantages of promoting employee work-life balance 

Reviewing your company’s policies and programs for promoting work-life balance can benefit your business in the long run:

  • Better Output: Productivity is improved when people are well-rested and experience less stress, which allows them to give their entire attention to their jobs. 
  • Reduced time off: When workers already have the time needed off the clock to take care of personal obligations, they take less time off from work. 
  • Greater morale: When the business as a whole feels supported and refreshed, employee morale is generally higher. 
  • Less sick days: Employees who have time to rest and unwind are less likely to become ill, which means less sick days and lost productivity.
  • Increased retention: Workers are less likely to abandon their jobs in search of new ones if they have enough time off to take care of their personal needs. 
  • Increased innovation and teamwork: Employees who feel valued and supported are frequently more motivated to do these things. 
  • Increased savings: Your business will spend less on paid time off and recruiting thanks to fewer vacation days and a drop in employee turnover. 
  • Enhanced public reputation: By implementing a work-life balance strategy that works, individuals will desire to work for your organization. 

To have a thriving company, there must be a work-life balance. Find a few strategies to help your staff members have a better work-life balance, and you’ll reap the rewards with a more contented workforce and increased output. 

Be adaptable 

Take into account allowing employees to work flexible hours based on their position within the organization. Consider what plan would be most effective in assisting your staff in time management, then test it out. 

Give compensated vacation time 

Give your staff paid time off (PTO) to utilize for personal time and vacation in addition to sick days. Instead of stressing over utilizing too many paid sick days or not having enough paid vacation days, employees who have a bank of PTO can plan their time off of work however they see best. 

Model equilibrium 

To demonstrate to your staff that you value work-life balance, set an example for them. Leave work at a decent time. When you’re at home, try not to check your email or messages for work. Travel and use your PTO. When you’re sick, stay at home. Your staff will know that you expect the same balance from them thanks to all of these measures. 

Observe all breaks

Respect the time of your employees who are on PTO by not phoning or emailing them during that time. Make it a company-wide expectation that when you’re absent from work—even if it was a last-minute decision because of illness—you’re not expected to interact with coworkers or finish any chores at home. 

Allow for unpaid leave 

Your employees might need to use more PTO or take prolonged leaves of absence in certain circumstances. Take into account each unique circumstance, but try to be accommodating and provide your staff unpaid time off to take care of their requirements. 

Sponsorship actions 

Plan regular family-bonding events for your staff members. Your staff will be inspired to get to know one another personally and spend time having fun without work obligations if you host a family picnic on a Saturday or an after- work happy hour on a Friday. 

Manage workflow 

If your company experiences busier seasons and slower seasons, do your best to balance those hours for your employees. For example, if you know you’ll have a busy few months during which employees will need to work overtime, consider reducing hours or offering additional PTO during slower seasons to help employees find that work-life balance. 

Consider unique job structures 

Allow job sharing or part-time work if employees are struggling to manage their personal responsibilities and work responsibilities with a full-time schedule. 

Reward good behaviour 

By providing bonuses, incentives, awards, and rewards for going to the gym, taking part in athletic events, or setting aside time for meditation, employers may incentivize staff to place a high priority on their physical and mental well- being. You can award rewards for achieving health and wellness objectives or give staff extra time off expressly for physical activity. 

Reduce distractions

To encourage concentration among workers, remove any unneeded distractions from the workplace. Reduce the number of meetings you have and look for other ways to keep your staff engaged at work. 



Why must background checks be given top priority by employers? 

Why must background checks be given top
priority by employers?

Employers’ final and most important action before the offer letter reaches the opposite side of the table is typically employee background checks. Pre- employment screenings, which are frequently disregarded in the Indian context, involve a variety of social, financial, and personal checks on prospective employees and can be used as a binary decision-making tool during the hiring process. 

This article explains why background checks are essential to your HRD’s careful recruiting process: 

Consider the following direct advantages and benefits background checks provide to employers: 

Ensures a drug-free workplace 

The physical and mental well-being of the employees in your company has a direct impact on workplace productivity. A history of use, possession or even distribution may exist with some candidates.

Provides the complete picture 

It’s crucial to realize that on hiring day, applicants present their sharpest, most respectful selves. Your potential hire’s employment history can be found with the aid of a background investigation. 

Enhances transparency 

Consider the scenario where you see someone who has a negative record but who has improved their behavior. With the information at your disposal, you can have an honest conversation with the applicant and make sure your choice will benefit you, the employee, and the company. 

Highlights criminal history 

Setting the office culture for your organization requires making sure there is a safe atmosphere, especially for women. To make sure that firm data is kept secure, criminal background checks are also performed.

Shows off dishonesty 

Not only the front-runners but also the backbone of the daily operation set the tone for an open and honest workplace. Most importantly, though, background checks with education verification let you make sure that your new hire is capable of handling his roles and responsibilities effectively.

Prevents liability 

Negligent hiring might do the business serious harm.