Crafting a 2018 Employee
Feedback Strategy
Fresia Jackson & Chris Woodcock

Who you are
?

Agenda
Objectives of an employee feedback strategy
5 steps to start your employee feedback strategy
How (and why) to customize your approach

Agenda
Objectives of an employee feedback strategy
5 steps to start your employee feedback strategy
How (and why) to customize your approach

What is
feedback?
Definition: Process in which the effect or output
of an action is 'returned' (fed-back) to modify
the next action.
Important Components
• Fed back to source
• Used for improvement
• Process

Source Spectrum
Organization
Individual
Team
Examples
Culture Assessment,
Engagement Survey
Team Effectiveness,
Retrospectives
Manager Effectiveness,
360s, 1:1s

Candidate Onboarding Exit
Individuals
(360°)
Teams
Managers
(180°)
Baseline
Engagement
Survey
Pulse Deep Dive Pulse
Holistic Feedback Strategy

Culture Sprint

Agenda
Objectives of an employee feedback strategy
5 steps to start your employee feedback strategy
How (and why) to customize your approach

Initial Employee Feedback Strategy

Step 1: Establish a
baseline
Step 2
Step 3
Step 4
Step 5

Step 1
Step 2: Connect
the employee
journey
Step 3
Step 4
Step 5

Step 1
Step 2: Connect
the employee
journey
Step 3
Step 4
Step 5

Step 1
Step 2
Step 3: Track
progress
Step 4
Step 5

Quick tip:
Pulse surveys
Purpose:
1. Impact of actions
2. Track engagement
3. Track other drivers
Therefore, should include:
4. Themes you’ve taken action on
5. Name the action you took
6. Action items
7. Engagement
8. High drivers

Step 1
Step 2
Step 3
Step 4: Develop
your people and
teams
Step 5

Step 1
Step 2
Step 3
Step 4
Step 5: Deep dive
?

Agenda
Objectives of an employee feedback strategy
5 steps to start your employee feedback strategy
How (and why) to customize your approach

Customize:
Content
What if I already
have a baseline?
If you’ve completed an engagement survey
recently and ______ was an issue…
Consider focusing
on _____
Alignment Values
Learning & Development
Individual
Effectiveness
Compensation Benefits
Work-Life Blend Well-Being
Management
Manager
Effectiveness
Collaboration Team Effectiveness
Large Gender & Ethnicity Differences Inclusion

Customize:
Content
Or extenuating
circumstances?
If you’ve recently… Then…
Seen a spike in attrition Start with an exit or stay survey
Had/having a hiring bump Start with onboarding/candidate
Promoted several green
managers
Start with manager effectiveness
Restructured Start with team effectiveness
Going through an M&A or
strategy change
Start with change readiness

Customize:
Timing
What to keep in
mind
Other programs:
• Management or leadership training
• Seasonal hiring
• Performance reviews

Example:
Performance
Reviews
Q1 Q2 Q3 Q4
Development
Evaluation
360 Manager or
Team
Feedback
Biannual
Performance
Review
Biannual
Performance
Review

Customize:
Timing
When should I
do it all over
again?
Cadence affected by:
• Type of action planning
• Actions taken
• Resourcing
• Readiness to receive and act
• What you’ve done in the past

Quick tip:
Cadence
Survey fatigue
Lack of action fatigue

Quick tip: Make
your feedback do
double duty
1. Annual Planning
2. Team offsite
3. Assessing Programs
4. Hiring Processes

Questions?

Parting questions
1. Which part of the feedback process (Collect,
Understand or Act) are you going to focus your
upcoming efforts?
2. Are you providing feedback to all potential
sources?
3. Is your current cadence supporting your
feedback process?
4. What is your one next step?

Resources
1. An Agile Approach to Employee Feedback
2. Secrets to a Successful People Analytics
Strategy
3. Making Performance Reviews Work
4. Blog: People don’t get survey fatigue, they get
lack of action fatigue
5. Blog: Four innovative ways to use employee
feedback

Thanks!
Fresia Jackson
People Scientist
Chris Woodcock
Customer Success Coach