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Giving and receiving feedback is integral to any workplace. Learn how to use manager feedback tools to enhance team performance.
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Just like employees, every good manager needs regular feedback. But unlike employees, managers have to find time to get it.
If you’re a manager, there are many things on your plate. You have to manage projects, keep an eye on deadlines, ensure your team is productive, and more.
And if you’re like most managers, you probably don’t have enough time in the day to get everything done that needs doing. But there’s one thing that should always be at the top of your priority list: Getting feedback from your team members.
A recent report showed that managers who received constructive feedback had 8.9% more profitability and 12.5% more productivity than those who didn’t.
It is clear that even for managers, receiving feedback is essential.
Manager feedback is important because it helps strengthen the relationship between the manager and the employee. And that’s all every good manager really wants.
Done right, the manager can improve the value of their work, build trust, and enhance employee performance. It also helps employees develop a sense of belonging and recognition for their work.
Specifically, manager feedback can help you to:
With the right feedback, you can learn more about your leadership skills and find ways to improve.
Feedback from employees will help you answer critical questions like: “What can I do better? Am I giving enough support?” You can learn how your team feels about working with you.
Being open to feedback from employees tells them that their opinions are valued. Employees want to be able to speak their minds without being judged, dismissed, or punished. Fostering a workspace where they can do this builds trust and boosts team spirit.
Getting management feedback from employees can give you insight into how they perceive your strengths and weaknesses as a leader. This will help you determine where to intensify efforts when improving your leadership style. You may also find that things you saw as strengths are not useful as you imagined.
A feedback model is a tool that fosters concise and specific feedback.
With the right model, managers and employees can make valuable changes based on specific, actionable steps. Unstructured feedback can be vague. So, feedback models help to specify areas where the manager or employee needs to improve.
Many organizations and individuals have adopted different feedback models. Some of the most popular ones include:
While they all have their perks, ‘they’re not one-size-fits-all. However, when it comes to manager feedback, the EEC model tends to have the most desired effect. Unlike most feedback models, the EEC framework specifically addresses future expectations for the recipient.
Also known as the AID (Action, Impact and Desired Outcome) model, it is used to achieve both change and continuation. It works for both negative and positive feedback. EEC model does not dwell on the past. Rather, it focuses on future actions.
To employ the EEC model, start by:
The two main types of workplace feedback are:
Let’s dig deeper.
This is everyone’s favorite because it focuses on commendation.
Positive feedback highlights good things that happened in the past and encourages the receiver to keep it up. Since it is easier to give, it can easily be overused.
The best way to provide positive feedback is to back it up with data and balance it out with negative feedback.
This is the hardest to give (and sometimes receive.) It is often mistaken for criticism.
Negative feedback is the most valuable type of feedback that managers and employees can receive. This is because it focuses on things that need improvement (or that need to stop.) Negative feedback helps you work on doing things better,, and this benefits you, your employees, and the company.
Learn more: Constructive ways to give feedback to managers here.
There are several sources of feedback in the workplace. They include:
For managers, the best sources of feedback are peers and subordinates. Let’s explore them.
Feedback received from peers can be very effective. Since they are co-workers handling similar tasks, they understand your job better. When peers praise you or point out lagging aspects of your work, you know that they fully understand your challenges.
Peers are also better positioned to offer a different perspective for whatever situation you are dealing with.
This is also known as upward feedback. Here, employees or subordinates give feedback about a manager’s performance and leadership style. These can be answers to manager feedback surveys, oral feedback during one-on-one meetings, or anonymous responses to manager feedback questions.
Whatever the channel, keeping an open mind is the first step to getting meaningful feedback as a manager. The next step is using the right tool.
Assembly has over 40 customizable tools that help companies improve their work culture. These tools foster transparency in management, encourage open communication, and promote employee recognition.
Assembly’s manager feedback template lets you easily create, collect and track feedback. You can also set goals based on the feedback and measure growth and progress over time. Book a demo today to learn how it works.
Pricing: Starts at $3.50 per member/month.
Sprnkl is a unique 360 feedback platform. It is an internal social media app that helps managers conduct surveys, chat with colleagues and employees and send instant feedback.
With Sprynkl, you can receive constructive feedback from peers and employees - fostering a culture of improvement, communication, and teamwork.
Sprynkl also allows anonymous posts. This enables employees to share their thoughts without fear of judgment.
Pricing: Free to use.
Zonka Feedback is a versatile feedback management tool that lets managers create and share surveys and feedback. It also allows users receive offline feedback.
With this, you can measure essential metrics like employee satisfaction, Net Promoter Score, and Customer Satisfaction Score. It is flexible, easy to use, and has lots of customization options.
Pricing: Starts at $99/month
With web, desktop, and mobile apps, Hi5 provides recognition and feedback solutions for organizations and teams with web, desktop, and mobile apps. Hi5 is a great option for teams in a fast-paced tech environment. It lets managers set up pulse surveys and performance reviews in minutes.
Pricing: Starts at $1/person monthly. Free 14-day trial for the Business Plan.
This is a great tool for 360-degree feedback management. Alchemy makes it super easy to create surveys. It also allows you to upload surveys on several platforms. The built-in logic feature makes it easily adaptable to different industries.
One major downside to this tool is that it is technical and requires training to use. If your team needs an easy-to-use tool, you should go with something else.
Pricing: Contact Alchemer’s sales team.
Want an intuitive 360 feedback tool for your manager and employee assessment? Try this cloud-based solution. Its distinctive features let you customize questionnaires lets you assess employee performance. You also get customized reports.
It has an easy-to-use drag-and-drop interface. However, its pricing plans are a bit more expensive than other tools in the market.
Pricing: Starts at $79/employee.
This performance management tool offers peer and self-reviews. It also features weekly check-ins, OKRs, and 1:1 meeting agendas. It allows managers control the entire feedback management cycle and perform automated actions like setting alerts for performance assessments and sending reminder emails to employees.
Their survey templates claim to be inspired by psychology to ensure that users get the most effective results.
Pricing: Starts at $7/person per month.
Survey Sparrow is arguably one of the best feedback management tools in the market. It offers a personalized performance review experience for users. Its interface enables both conversational forms and chat-like surveys that help keep things lively and modern.
The best part? Survey Sparrow is free.
BambooHR’s performance management tool aims at helping small to medium businesses streamline their internal HR processes. As part of their all-in-one HR software solution, this tool integrates self-assessments and manager feedback with individual and organizational goals.
Pricing: Available on request.
Mettl 360 View goes beyond the feedback management solution. It is effective for identifying high-potential individuals in your company who display extraordinary leadership and agile development skills.
Mettl is a crowd favorite because it simplifies the feedback management process and generates useful results. This tool also uses survey responses to find employee weaknesses and suggest solutions such as training materials.
Pricing: Get a quote from Mettl Team
Achieving your goals of being an excellent leader starts with receiving feedback from peers and team members, and taking action where necessary.
Reimagine your performance management process with Assembly’s manager feedback template. Book a demo now to get started.
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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.
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