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It's not enough to be a good manager—you must continuously learn how to be better.
It's not enough to be a good manager—you must continuously learn how to be better. And that's why every manager needs feedback to thrive.
Employee feedback is often limited to everyone but managers, and that's not the best practice. When it comes to workplace communication, providing and receiving feedback is an essential form of communication.
It means learning from the people you're managing and colleagues and managers. And it's not always easy to hear what they have to say.
But here's the thing: every manager who wants their team to grow and succeed needs that feedback. They need it because when everyone is working toward a common goal, everyone wins—so why wouldn't we all want everyone on board?
Employee feedback allows you to recognize and reward top performers. It can also help you spot areas where employees need additional training or development to continue growing in their careers.
Performance management is a hot topic these days, but it’s important to note that it’s not just about measuring how well employees perform tasks or hit sales goals.
It’s also about helping them do their jobs better by providing the right tools, processes, coaching, and feedback so they have what they need to succeed in their roles and the organization.
Employee burnout is a real problem for businesses, with some studies showing that up to 75% of employees have reported feeling burnout at work.
The cost of turnover is high: it can cost you between 50 and 200% of an employee’s salary to replace them, not to mention the time and energy required to recruit a replacement.
However, if you can identify areas where employees are feeling frustrated or unhappy at work, you can address these issues so that they stay in your company longer.
Feedback from employees can give you insight into how they feel about working with you and help you improve your management style based on what they say.
This is especially important if you've been promoted into a position with an existing manager. It's easy to get caught up in day-to-day operations and forget basic management principles (like communicating regularly with your team).
If an employee has a negative attitude towards something, then it's likely that it's not just a one-off thing. There may be something going on that needs addressing.
You may be able to take action immediately or at least prevent the issue from getting bigger by asking them to explain themselves so that you can get more information on what's causing the problem.
When employees feel like they can tell their manager what they're thinking without fear of being judged harshly or having their opinion dismissed, they'll feel more comfortable working with them.
This can help create a strong bond between both parties and build stronger team spirit within the workplace.
Feedback from employees is valuable because it gives you insight into how others perceive your strengths and weaknesses as a boss.
You can use this information to decide where to focus your efforts when improving your management style. You might also discover that things you thought were a strength aren't as valuable as you thought or vice versa!
Asking for feedback is hard, but it's essential to developing as a leader. You can ask questions like: "What could I do better?" or "What am I doing well?". You can also ask specific questions like "How can I improve my communication style?".
You may not like the answers, but they'll give you valuable insight into what's working and what isn't in your management style.
Assembly has built a manager feedback template that makes giving and receiving structured feedback incredibly simple. Check it out here.
Giving your manager feedback is vital because it shows that you are invested in the company and its success. A good manager will appreciate hearing about problems, so they can help solve them.
By giving feedback, you're showing that you care enough to offer your opinion, which is a great way to build trust with your manager. They'll know they can count on you to share thoughts on tough decision-making processes.
Your manager feedback should include a summary of your productivity and the quality of your work. You should also include any concerns or suggestions for improving the team's workflow, such as ways to streamline processes or open communication channels between team members.
Want to learn how to give effective feedback to your manager? Here are a few examples.
Read: How to Prepare for a One-on-One Meeting With Your Manager
Learn more: Employee Feedback for Managers: 7 Constructive Examples
Ultimately, you can see that employee feedback is vital to the relationship between employee and manager.
Through feedback, a manager can establish trust, demonstrate the value of their work, and help workers understand how to grow as employees. On the other hand, feedback gives employees a sense of development and recognition for their efforts.
Most people want to do an excellent job and be recognized for it. So, being on the receiving end of effective feedback can be motivating.
Assembly provides companies with the tools they need to become better places to work by fostering transparency, encouraging open conversations, and providing transparent management and recognition. Schedule a demo to see for yourself.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
