The 5 Biggest Employee Feedback Software Blunders

by Kylee Stone Jun 8,2016

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

Employee feedback software can be a boon or a bane, depending on how you utilize it. Introducing a software application into your organization’s daily processes is not an easy thing to do, and very often, organizations fail to adopt software because they probably made one of the following blunders!

Blunder 1: Not Doing Your Research About The Software

Making use of new software in an organization is always going to be a gamble. You can never really predict how employees will respond to the software. Therefore it is imperative that you conduct exhaustive research before you even think of utilizing a software. Luckily enough, most software applications generously allow free trials so that you can get a feel of the application before making your decision. Make use of all the free trials!

Also read: How To Implement Performance Management Software In Your Organization

Blunder 2: Not Getting To Know/Understand The Software

The trial version of a software application exists just so that users can get a taste of how the software works. When you are looking for software that is essentially a part of the performance management process, it is important to use the software to see how it can help improve the process. If it cannot improve the process or make it easier, then its probably not going to help you.

Blunder 3: Allowing Your Biases To Inform The Feedback Process

Feedback should ideally be free of biases. And all of us as employees in an organization should authentically strive to be as unbiased as possible, especially when it comes to the question of giving feedback to other employees. For example, Colleen from the HR team is not really that fond of Gary from Communication. They share very different viewpoints, which are antagonistic in nature. However, by the time the feedback process rolls around, Colleen realizes that Gary is a knowledgeable and helpful colleague which is what she mentions in her feedback to him. That is an example of personal biases not getting in the way. If Colleen gave Gary bad feedback based on the fact that she does not agree with his ideologies, that would be an example of her biases negatively informing her feedback. No software in the world can suss out a person’s biases against other, therefore it is up to the employees and the managers to keep this in mind.

Blunder 4: Using The Software to Be Anonymous and Petty

Certain employee feedback software applications allow you to use application anonymously, especially when giving feedback or reviews. Anonymity is a powerful thing. Some people use anonymity responsibly, and use it in order to give vent to honest feelings that they are not comfortable saying out loud. Some people on the other hand use anonymity to be mean. When the software is used by employees to engage in petty mudslinging, the entire purpose of the software is defeated. All employees in an organization need to know that anonymity is not something that can be used to attack others or defeat them.

Blunder 5: Not Using The Software To Complete The Cycle or Process Information.

Once you complete a feedback cycle or a performance cycle, most software can take all the information you have added and spit out a bunch of metrics. And based on those metrics or collated information, managers and HR administrators can draw a number of conclusions which have been validated by facts and numbers. This way, not only has a loop been closed, but the information gained during the process has been utilized to help an employee establish new goals or handle new responsibilities.

One of Engagedly’s most important features is a comprehensive feedback module! To know how Engagedly’s feedback module and improve feedback culture in your organization, request a demo today!

Kylee Stone

Kylee Stone supports the professional services team as a CX intern and psychology SME. She leverages her innate creativity with extensive background in psychology to support client experience and organizational functions. Kylee is completing her master’s degree in Industrial-Organizational psychology at the University of Missouri Science and Technology emphasizing in Applied workplace psychology and Statistical Methods.

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