Job Advice

So much more than a Survey….The Importance of Feedback

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December 27, 2011
So, I was browsing Wikipedia and looked up the definition of feedback to see if it was consistent with the level of importance that we put on the survey feedback that we get here at That’s Good HR. Here is the definition that I found:

"Feedback describes the situation when output from (or information about the result of) an event or phenomenon in the past will influence an occurrence or occurrences of the same (i.e. same defined) event / phenomenon (or the continuation / development of the original phenomenon) in the present or future."

We ask our candidates and our clients how we are doing as often as we possibly can. After interviewing in our office, every candidate receives a survey and at the conclusion of each assignment, we send a survey to ask both the client and the candidate about their experience with us and with each other.  The feedback that we receive from these surveys is critical to how we conduct and manage our business. The feedback that we do not receive is most likely even more crucial, but because we do not receive it, we are missing some great input into process improvements or reinforcements.

Our surveys are very short and easy to respond to – they take about 3-5 minutes, tops. We read, analyze and appreciate every single word of input and feedback that we receive from these surveys. We also invite our clients and candidates to Share their Story right here on our blog as well. To hear from our customers about how we are doing is the highlight of our day – even if the feedback is negative, we are excited because only when we know what we might be doing wrong, can we correct it or make it right.

This feedback not only challenges us to be better at what we do, it gives us an opportunity to thank our temporary employees when they do a great job on an assignment.  When we get excellent feedback from a customer, we send a special thank you to that employee.  This feedback also helps us to learn more about the culture and environment at our customer locations. This information can only make us better at what we do.  There simply is no downside for asking how you are doing for your customers at any point in the service delivery process that you can.

So, how do we encourage our Indianapolis staffing customers to provide feedback? Our current response rate on our surveys ranges between 55-75%, which simply stated, means we are missing out on a lot of great information.  We are trying some new tricks and ideas here to increase that rate.  I will let you know how they go, but we would love to hear some ideas from our Indianapolis staffing audience as well! 

In the meantime, I encourage you to have your voice heard, provide feedback on your experiences whenever you can. With modern technology and the amount if information at your fingertips on the Internet we are all relying on eachThumbs up other more and more to tell us what you think about….well, anything at all!  For example, when I look up a new recipe on line, I pay attention to the comments and ratings from others who have tried it out already.  This helps me to know that this recipe works better with olive oil instead of butter without going through the trial and error myself. Good stuff! 

At That’s Good HR, we get a large percentage of our candidates and clients through referrals so for us, telling other people what you think is of great value. So, keep talking, Indianapolis, people like me want to hear from you!