Quick Guide to Collecting Employee Feedback


Whether you’re the CEO of Fortune 500 company, a small business owner, or a manager of a department, employee feedback is key to measuring employee satisfaction and engagement.

However, employees’ expectations of their workplace have changed. An annual review no longer suffices as an acceptable way to gather feedback, discuss performance, and set goals. Today, employees expect continuous feedback, and need to know how their work is align with the company’s bottom line.

This drastic change in expectations forces CEOs, small business owners, and managers to rethink how they’re gathering employee feedback. Here is a quick guide to help you get the most value out of employee feedback.

How to Collect Employee Feedback

1. Keep it short.

Everyone is busy which is why survey abandon rates significantly increase after 7-8 minutes. Furthermore, the longer the survey, the less time respondents spend answering each question (SurveyMonkey). Survey fatigue is real, so consider short, frequent surveys (i.e., pulse surveys) to receive the most valuable timely, feedback.

2. Keep it open-ended.

Asking open-ended questions creates more of a natural, two-way communication between leaders and employees. Obviously, there are some questions you’ll want to keep standardized for benchmarking employee engagement, but in order to get actionable feedback, you need to let employees tell the story.

3. Respect privacy.

Some argue that anonymous employee feedback breeds distrust, but some employees will not voice their opinion unless they can remain anonymous. And, chances are, that’s the feedback you really want to hear. It’s important when collecting employee feedback to make sure all your employees have a chance to voice their opinions. Refusing to allow employees to remain anonymous when providing feedback is a surefire way to lose out on feedback from less boisterous personality types.

4. Close the feedback loop.

Surveys results shouldn’t be looked at and file away to be benchmarked later on. Collecting employee feedback should be the start of the conversation, and responses should be individually addressed right after it’s received. This shows your employees that their feedback is valued and appreciated, and actions will be taken as a result.

How Employee Feedback is Collected with VIP Crowd

Here is how we see our customers using VIP Crowd to collect employee feedback.

1. Managers post a challenge requesting employee feedback.

Challenges are short activities (like quick survey questions) that you ask your VIPs (i.e. employees) to complete. They take less than 5 minutes to create. Simply choose your audience, title, description, and image.


2. Employees complete feedback challenges and earn rewards for it.

For every completed challenge, VIP Crowd rewards one entry into their weekly Loneliest Number game where VIPs can win $100 plus $100 to their favorite charity. VIP Crowd covers the cost of the game, and you get more employee feedback.


3. Managers respond to individual feedback.

Managers receive a notification when a challenge is completed. They are then able to communicate with the employee and ask any other clarification questions. Even if the employee responded anonymously, the manager and employee can continue to have an anonymous conversation after.



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