Why is giving feedback to new talent so important?
Giving feedback to an employee is a good practice to be ritualized throughout the year and even more so during the onboarding stage to avoid any hasty departure.
Onboarding means encountering a new corporate culture, new colleagues and new processes. But this stage is as evolving as the needs of your employees. Onboarding not only has an impact on talent management, but also on team performance and business. This is why it is essential to collect and analyze individual feedback supported by an astonishment report (compliance with the job description, successes, areas for improvement, managerial methods). But what is positive feedback? How do you give good feedback? That's what we'll look at in this article.
Giving feedback to combat talent drain
Feedback is an integral part of good talent management, and good talent management begins the moment a recruit joins an organization.
If you think that managing an onboarding is just a matter of welcoming the employee and making sure that he or she has everything he or she needs (missions, resources, relationships, etc.), you are forgetting the climax of the integration. Indeed, all these efforts will be wasted if you don't take stock of the onboarding process on the onboarding AND manager side. Only by asking questions (both open and closed) can you improve your candidate experience and have a positive impact on talent retention.
Did you know that 4% of new employees leave their job after their first day? 22% of them leave within the first 45 days, costing the company at least 3 times the salary of the former employee. Very often, a difference of opinion is at the origin of this, or even a dissonance between the expectations raised by the job description and the reality of the position.
Giving feedback at the onboarding stage also helps to contain the economic impact of a recruitment, as the departure of a talent is costly for a company.
Giving feedback: one of the pillars of performance management
Giving feedback during the onboarding process not only has a positive impact on the new employee, but also on the entire organization.
Among the benefits of systematic feedback during onboarding:
The onboarder becomes very efficient and reaches his objectives quickly, including duringremote onboarding. In addition, they gain autonomy. You can set objectives for a new employee, but if you never say to them "you're on the wrong track", how can they be more efficient and operational?
The company gains in productivity : Less known, the feedback culture also has a business impact on the company. It is up to HR teams to measure and evaluate this feedback through precise and dedicated KPIs. From then on, we no longer exchange for the sole pleasure of exchanging, but to gain in productivity.
Establish a feedback culture from the onboarding stage
Giving feedback to a new employee also means sharing the company's culture and management style with them.
Younger generations are particularly in demand of feedback. They like to be asked for their opinion and to have a fresh look at the organization: they want to be able to challenge the status quo and benefit from participative management in co-creation mode where their voice is not only considered but listened to.
Systematizing feedback in business is one of the keys to effective management. Among its inherent benefits are
Communicating through feedback with a new employee is a way to democratize the feedback culture in your company and to share this culture as soon as they arrive.
This is agood practice that the new employee will replicate when he or she has to onboard someone.
Sharing constructive feedback and mastering the springs of radical candor makes for more fluid and honest exchanges.
Share feedback via the amazement report
Providing feedback directly is good, but structuring it in the context of a report of surprise that requires time for reflection (on the part of both employees and managers) is better.
The Discovery Note is a strategic tool used to collect the newcomer's impressions of his or her work environment and his or her feelings about current management techniques. It is often used by the N+1 or even by the HR department or the general management to take the pulse and identify what needs to be changed. By freely and honestly sharing their point of view, new employees can bring a critical and constructive vision of the company and boost its performance. In his feedback, a new recruit can thus point out a discrepancy between the product/service and the company's image (such as its website). It is up to the manager to pass on the information to the marketing team in order to rectify the situation.
During an onboarding, the astonishment report is used to evaluate, among other things:
- The position (interest, difficulties, conformity to expectations),
- The relationship with the team (welcome, atmosphere, benevolence),
- The quality of the information/training (usefulness, ease of understanding and assimilation),
- The efficiency of the tools available (practicality, intuitiveness...),
- The whole candidate experience and bring up areas for improvement.
Asyou have seen, feedback is not one-sided and works both ways: on the employee's side and on the manager's side. To see things more clearly and share their impressions, it's important to have a tool capable of administering an astonishment report, commenting on elements live or even planning a face-to-face debriefing, all in one place. Elevo does just that.
The solution goes further than simply collecting feedback: it becomes a trigger for a fruitful discussion.
By taking into account the impressions shared in the feedback report, future onboarders will perform better because the company will have taken steps to improve its onboarding.
As you can see, feedback must be a reflex during the entire employee experience, starting with the onboarding process. Beyond evaluating the employee's progress, collecting feedback via dedicated tools can bring a fresh look at the organization and have a considerable impact on the business (competitiveness, competitive advantage, discourse, etc.). Impressions about the job, relationship with the team, quality of information and tools available, areas for improvement... everything should be scrutinized in the feedback report. By doing so, it is the best way to make Nelson Mandela's famous quote his own: "I never lose: either I win or I learn".