In one way or another, all of your employees will leave your company—and when that happens it’s important to listen to what they say about the time spent with your organization. Whether they were unhappy or truly thankful, all types of former employees can share insight, though it’s important for you and HR to decide what to do with their thoughts! Let's dive into common feedback and how you can use it to transform your company and culture.
The Feedback: Communication is difficult
Solutions: Depending on the feedback, you may need to look at your software. Upgrade to newer collaborative workspaces, like Figma or Invision, especially if teams are working remotely. Still, some communication feedback might point to interpersonal issues or crucial info falling through the cracks. If that’s the case, begin by meeting with your current employees on the issue and listen to their suggestions. Implement what’s possible—like improving notifications or making all project feedback public—and continue to work toward better communication for all.
The Feedback: The workload is overwhelming
Solutions: Work with project managers on timelines and encourage them to push back on work overload if possible. If it’s impossible to cut the amount of work coming through the pipeline, hiring freelancers is one of the best ways to solve this problem. Sure, there will be a period of adjustment, but it is better to bring on help than lose more of your current employees over burnout.
The Feedback: Leadership needs work
Solutions: When the feedback is about upper management, then feel empowered to work with HR and bring it to their attention. If the feedback is about your immediate team management, then it should be on you to solve your own issues with the help of HR. Seek out leadership courses pertinent to the skill you want to strengthen, whether that’s working on your communication or how you fight for your team. The business section of your local library is a great (free) place to start and many sponsor free online Linkedin Learning courses through your Library card.
The Feedback: Lack of recognition
Solutions: Employees should not have to wait for once-a-year performance reviews to receive praise or recognition. Consult HR on how you can work within budget and show your team appreciation along the way. For small projects, a public shout-out for a job well-done is great. For larger projects or powerful demonstrations of new skills, think about other incentives like an appreciation lunch, team outings, or gift cards to celebrate people. Don’t wait until great employees leave to tell them about how indispensable they are—tell them regularly whenever you notice a job well-done.
The Feedback: Morale is lowwwwww
Solutions: Whether you’re picking up the pieces after layoffs or people are leaving in droves, low morale needs to be targeted ASAP. This issue isn’t something you can handle on your own. There may be a combination of factors that contribute to low morale, but the solution is a combination of showing appreciation (see above) and examining how you can transform company culture. Start by reviewing employee feedback on company culture. Does there need to be more diverse thought? Are people feeling like they are heard and welcome? Sometimes outside therapy consultants are your best bet here. Work with leadership and HR to figure out the best approach and make it your priority to begin progress together toward change.
The Feedback: The pay isn’t up to par
Solutions: Naturally you can fight for higher pay for particular positions, especially if you have local data that proves your company is paying below the going rate. But if raising the pay is non-negotiable, talk to HR about other incentives and benefits, like a four-day workweek or sponsored fitness programs, that make up for lower pay. Some potential candidates might be attracted to great benefits and flexible work structures even if the pay is lower than other companies.
TLDR: When you lose valuable employees, don’t say sayonara so fast. Take the time to understand and hear their feedback so that you can enact change once they’re gone. Don’t take their feedback personally, either. Recognize that their comments are about the company—even if they say outright, “you’re a terrible manager”, this comment suggests you can turn to the company to help you improve your leadership skills. All feedback is valuable and can be positively utilized. Once you are ready to hire again, you may want to work with Artisan. We specialize in placing top talent with companies nationwide. If this sounds like you, get in touch!
