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Glosari Pengurusan Sumber Manusia dan Syarat Faedah Pekerja

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Maklum Balas Pekerja

Employee feedback plays a vital role in shaping a healthy, productive work environment. It helps organizations understand employee needs, improve performance, and build stronger manager-employee relationships.

When delivered effectively, feedback drives engagement, boosts morale, and supports continuous growth for both individuals and teams.

What is employee feedback?

Employee feedback is an approach to providing feedback to employees. It communicates positive and negative feedback about an employee's performance, training, and development. Employee feedback can be made in person, by telephone, or by written communication.

Regular feedback helps employees improve their performance while also improving the company's bottom line. This can be done through formal employee surveys and more informal conversations.

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Why is employee feedback important?

Here are several reasons why employee feedback is important:

It improves employee productivity and satisfaction.
It can be used as a tool for training and development.
It helps improve the overall work environment and company culture.
It helps you understand what motivates your employees (and how you can keep them motivated).
It helps build relationships between managers and employees, which leads to more open communication within the team.
It gives managers insight into how well their team members are doing daily.
It is an opportunity for managers to identify strengths and weaknesses in their employees, so they can make improvements where needed.

What are the benefits of employee feedback?

The benefits of employee feedback include:

It helps identify talent in your organization, so you can keep it or hire new people with potential.
It helps the company gain insight into what is going well and what needs to be improved.
It helps companies decide how to use resources to make the business more efficient, profitable, and effective.
It helps companies determine which areas need more attention or improvement to efficiently allocate their time and money.
It builds trust between you and your team, which means that they are more likely to tell you when something isn’t working well, which helps with problem-solving and improvement efforts.
It is a way to improve the quality of work that employees do.

What are the types of employee feedback?

There are various types of employee feedback:

Oral feedback is the traditional way of giving feedback in the workplace. It's usually informal and spontaneous. It can be delivered during a meeting or over the phone.
Employee surveys are used by organizations to gauge employee satisfaction and how they feel about their job and the organization.
Informal feedback is often given during a conversation between two people. It isn't always formal and direct, but it's still effective at helping your employees improve their skills and knowledge.
Directive feedback is used to get employees to take action on something they need to accomplish or improve upon. This type of feedback is usually presented in written form and includes specific instructions on how you want them to improve their performance at work.
Exception-based feedback is the kind of feedback you give when something goes wrong, like when an employee has missed a deadline or made an error that hurt others' feelings (or yours).

What is an employee feedback survey?

An employee feedback survey is a tool that helps managers and supervisors to collect feedback from workers on their performance, job satisfaction, and more. It helps an employer understand how their employees feel about the company, their work environment, goals, and objectives.

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What are employee feedback best practices?

Here's a comprehensive guide to ensure your feedback practices are effective:

1. Setting the stage for success: Preparation is key

Define the objective: Before initiating a feedback session, establish a clear purpose.
Gather intel: Come prepared with performance data, goals, and past feedback.
Specificity is king: Use concrete examples to illustrate your points.

2. Creating a safe space for open communication

Psychological safety: Ensure confidentiality so employees feel safe to share.
A balanced approach: Acknowledge strengths while addressing areas of improvement.
"I" statements: Focus on observations, not accusations.
Actionable steps: Provide clear improvement steps and set goals together.

3. Beyond the session: Fostering ongoing development

Document the discussion: Summarize key points and share a follow-up.
Accountability matters: Schedule check-ins to track progress.
The gift of regularity: Offer informal feedback often—don’t wait for annual reviews.

4. Additional tips for effective feedback delivery

Timeliness is key: Provide feedback as close to the event as possible.
Objectivity is paramount: Base feedback on facts, not opinions.
Respectful delivery: Use a calm, professional tone.
Active listening: Let the employee respond and offer their perspective.
Tailored communication: Adapt your tone and style as per the recipient.‍
Focus on solutions: Collaborate to find ways to improve.

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How to give employee feedback?

Here are some tips on how to give effective employee feedback:

Start with a compliment: It's easier to give negative feedback when it comes to criticism, but it's more productive to start with something positive about your employee's work habits or attitude.
Be specific: People remember the details of a compliment or negative comment more than generalities about someone's performance or attitude towards their job responsibilities. Be as specific as possible when giving feedback so that your employees understand what you mean by each comment or action and why it matters.
Be honest: If something isn't working well, tell them so — even if they already know it. And if there are things they've done well in the past that deserve recognition, let them know.
Don't be afraid of giving negative feedback: While some people might perceive this as rude or negative, others will find it helpful because they will be able to get back on track with whatever changes were suggested.

How to give negative feedback to employees?

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Here are some tips for giving negative feedback:

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Set the stage: Before giving negative feedback, ensure your team understands why it is happening and that everyone agrees with the action or behavior being discussed. This will help them take ownership of their actions and better understand why they need to do differently next time.
Be constructive: Don't just give them a list of things they did wrong; say what you think they could have done differently and how they could have done better next time.
Be specific: Don't just say, "You need to improve." Instead, explain what you see as the problem with their work and how they could solve it.
Make sure it's accurate: If necessary, go back to the original recording or video of the incident and make sure your criticism is correct. Make sure it is given in private.
Don't blame: Avoid accusatory statements such as "You always do this." Instead, try using phrases like "I think we need to discuss this."

Tinjauan nadi pekerja:

Ini ialah tinjauan pendek yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini mengandungi kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh diberikan secara berkala (bulanan/mingguan/suku tahunan).

Pertemuan satu lawan satu:

Mengadakan mesyuarat berkala selama sejam untuk sembang tidak rasmi dengan setiap ahli pasukan ialah cara terbaik untuk memahami apa yang berlaku dengan mereka. Memandangkan ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik tentang sesuatu isu.

eNPS:

eNPS (skor Promoter Bersih pekerja) ialah salah satu cara paling mudah lagi berkesan untuk menilai pendapat pekerja anda tentang syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Sejauh manakah anda mengesyorkan syarikat kami kepada orang lain? Pekerja menjawab tinjauan eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' mengesyorkannya.

Berdasarkan maklum balas, pekerja boleh diletakkan dalam tiga kategori berbeza:

Penganjur
Pekerja yang telah bertindak balas secara positif atau bersetuju.
Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju.
pasif
Pekerja yang kekal neutral dengan jawapan mereka.

What are some of the positive employee feedback examples?

Here are a few examples of good employee feedback:

"I want to thank you for your help putting together a great presentation. It is much better than I expected and has been well-received by the company."
"I want to commend you on your performance in the last quarter. I know you have worked hard, and I appreciate your efforts."
"I have been impressed with your work ethic and attitude toward learning new skills."
"You have done a great job on the project, and I am happy with your progress."

What are some of the negative employee feedback examples?

Here are some examples of negative employee feedback:

I don't think you're a good fit for this position.
I don't think you're a team player.
You're a bad leader.
You're not meeting expectations.
You're not doing your job well enough.
Your work is subpar.
I'd like to see more effort from you.
You failed to follow through on a task you were assigned.
Your pace is not good enough for others.

How to collect employee feedback?

There are many ways to collect employee feedback. Here are some of the most common:

Surveys: Great for identifying broad issues or patterns in employee sentiment.
Focus groups: Ideal for gathering detailed feedback on specific topics.
Open-ended questions: Encourage deeper insights on job roles, management, and culture.

How can managers improve employee satisfaction with the feedback process?

Define what "feedback" means and when it should be given.
Include both positive and negative feedback in appraisals.
Provide manager training on how to deliver constructive feedback.
Ask employees questions about what worked and what didn’t.
Set clear expectations and a structured plan for development.
Listen to employee input on their performance and goals.

How to encourage employee feedback?

Be open to receiving feedback, even if it's not the kind you want to hear.
Create a culture of feedback by making employees feel comfortable sharing their ideas and opinions.
Explain that you value their input and are open to constructive criticism.
Ask employees for ideas to improve products or services and how they would solve challenges.
Listen actively to suggestions, especially constructive criticism.
Don’t be defensive—pause and reflect on what’s being said.

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