Communication, specifically employee feedback, is essential to organizational survival as blood and circulation are basic to sustain life.
Just like how blood needs to circulate around the body for all parts to function, open communication and feedback are essential for healthcare teams to perform at their peak. With employee feedback, leaders grow in their roles and become a power source for the organization.
So how does feedback benefit leaders?
- It provides data
And with data, comes power. Leaders who obtain feedback from their teams collect significant information about present concerns as well as suggestions for improvement. With the right first-hand data, managers also are able to make solid decisions with confidence.
- It lets the leaders keep their team
Without feedback, employees feel that they are left in the air and just made to do things the best they can without completely understanding why. This being on the road of uncertainty loads the frustration wagon real fast, and when the load is too heavy, they disengage, and they abandon the job just like that.
- It provides an avenue for appraisals
Having a feedback system allows not only communication from employee to management but from managers to staff as well. If managers give effective feedback regarding goals, performance significantly improves. People are inherently in need of a guide. They need to know how they are doing, what solutions are working and what aren't.
- It facilitates change that leaders initiate
Change is hardest when people are skeptical, and when they think that leaders ‘don’t know what they are doing.’ Collective buy-in makes employees co-owners of change, and leaders would have less trouble mobilizing them if constant feedback is happening between the management and the staff. Bright ideas pertaining to change also reach decision-makers through a feedback mechanism, and the open highway of important information is what will fuel the change initiatives.
A healthcare organization without an effective feedback system in place is at risk of lagging behind in the race towards quality service and profitability. You may have one in place, but if they are not making leaders achieve the above key points, it may be time to look into its components and how effectively it serves both leaders and team members.