Continuous Feedback Keeps Employees Better Engaged At Work: Darwinbox Report


To understand the trends in continuous feedback and how they affect employees’ performance, engagement and more, Darwinbox surveyed 100+ organizations and gathered insights from 30,000 real feedback conversations, analyzed over a period of 12 months.

According to report, 66% of organizations today, believe that continuous feedback keeps their employees better engaged at work.

The report gives us an overview of the current trends of this new-age practice, key employee behaviours and critical success factor. Here are some insights from the report:

Status Quo– Although a fairly new practice in the talent management space, continuous feedback has already been adopted by a vast majority of the organizations. 76% of the organizations surveyed have enabled their employees to engage in a continuous feedback dialogue.

Employee-led Performance Culture: The report also indicates that with Continuous Feedback, performance management is now becoming an employee-driven initiative rather than being a purely manager-led exercise. 70% of the feedback was initiated by the employee, in contrast to only 15% of the feedback requested by the manager.

Holistic Performance Evaluation: 69% of the feedback exchanged were between employees from different departments and by peers, stakeholders other than their immediate managers. For a far more dynamic workplace that we thrive in, continuous feedback is the way to make performance evaluation holistic and increasingly accurate.

Role of Technology: When it comes to the role of technology, trends indicate that only 39% of the organizations enabled continuous feedback conversations through a technology platform while the others plan to invest in one within the next 12 months. Also, 71.5% of HRs say the impact of continuous feedback is better realized with technology (rated 7 and above).

Commenting on the findings, Chaitanya Peddi, Co-founder, Darwinboxsaid, “As job descriptions become increasingly dynamic and cross-functional in nature, having annual performance dialogue between just the employee and manager is losing relevance. The need of the hour is to have a continuous feedback mechanism that not just facilitates performance-related conversations throughout the year, but also becomes a platform through which employees can look at far more holistic feedback for their performance from multiple stakeholders.”

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