THIS ESSAY IS TO BE 5 PAGES DOUBLE SPACED IN APA FORMAT

Running Head: EMPLOYEE ENGAGEMENT 1

EMPLOYEE ENGAGEMENT 4

Employee Engagement

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Feedback on Employee Engagement Survey

As an active participant in an employee engagement exercise, I am aware of the importance of feedback on employee engagement surveys, having received beneficial details about my team’s less successful aspects. There were reports of lack of communication and favoritism among other vices, reflecting negatively on our chances of development. Consequently, the organization has to deal with the situation or risk unfolding altogether actively. Meanwhile, let’s talk about employee engagement and the impact that feedback has on performance.

Clarity of Feedback Communication in Employee Engagement

An employee engagement survey is a process by which a company establishes its employees' opinion on all manner of issues ranging from organizational policy and objectivity to production processes and policy implementation, all the way to developing a policy for dress codes. Usually, companies opt to conduct the surveys anonymously to increase the likelihood of obtaining honest answers from their employees and communicate goodwill in the process. Successful implementation of an employee engagement survey requires that a company develop clear communication channels and feedback to boost morale and show the intent of acting on the resultant feedback.

Impact of Feedback on Employee Performance

Following an engagement survey, employees expected to hear a lot of constructive criticism. They deserved praise from their bosses and guidance on the way forward in consideration of the survey outcome. In communicating with staff, supervisors ought to appreciate that clarity is of interest and ensure that they get information for which they were intended. Analysis of the accounting department, for instance, should end in that department. Clarity of feedback entails concise, brief, and accurate information as passed to an employee based on their position and placement in departments with actual suggestions on improving their efficiencies. Given that surveys are almost like evaluations, wrong or inaccurate means of passing a message could cause unnecessary tension and stress for an employee. Apart from ensuring the accuracy of the message, clarity of feedback also entails using proper channels to pass information to employees to avoid confusion to said employees (Stone, 2009).

Feedback in organizations is like evaluations, as mentioned above, with the distinction that it is conducted informally with no consequences thereafter. However, its impact on an employee is almost instantaneous, given that it highlights their areas of weaknesses and, in some cases, attach recommendations to improve those weaknesses. Consequently, an employee gets a guideline on developing within an organization, thereby improving their output for the company. Its inclusion of commendable areas on an employee's feedback file serves to elevate the latter's morale with the indication that he/she is achieving the company. Since surveys and feedback also include employees' employees, available gaps in resources and equipment get explored, and necessary improvement is organized, resulting in increased employee preparedness in the company. Consequently, job satisfaction rises in both employees and their bosses, achieving increased employee output in the process (Agunis, 2013).

References

Stone, R. (2009). Achieving results with a performance-centered design framework. Performance Improvement, 48(5), 37-44. (Retrieved from ProQuest)

Agunis, H. (2013).  Performance management  (3rd ed.). Upper Saddle River, NJ: Pearson. ISBN: 9780132556385