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Eagle Hill Consulting is out with a new study  saying that there is a "disconnect between employees’ need for performance feedback and how much feedback they receive.  About half of workers (48 percent) report they only receive feedback on annual or semi-annual basis while eight percent say they never receive feedback on their work … 63 percent of workers want more immediate 'in the moment' feedback on their work performance. This sentiment is higher for younger workers (74% for those aged 18 to 34) as compared to mid-career and older workers (57 percent)."

The study goes on:

"82% of workers say they feel valued when someone takes time to provide feedback … 79% of workers say feedback is important to their professional development … 67% of workers say they receive the same level of feedback during the past two years despite proliferation of hybrid/remote work.

"Most workers (64%) agree their organization creates a supportive, comfortable environment for delivering, soliciting, and receiving feedback in the workplace.

"When asked what they need to succeed in their work environment, 31 percent of hybrid workers said it’s more forums to gather feedback from team leads. Twenty-two percent of fully remote workers held this sentiment, as did 16 percent of in-person employees

"During discussions with managers, employees say it is helpful to align on realistic goals/priorities (46 percent); review performance as it relates to promotion (21 percent); set goals (19 percent); and discuss career development (14 percent)."

KC's View:

The first thing I think that retailers should do is actually ask their employees, "Are you getting enough feedback from your managers?  What kind of feedback would be helpful to you in terms of a) accomplishing your job and b) achieving your career goals?"

Now, this will create challenges for managers - once you get answers to these questions, you actually have to deliver.

At a time when there remains a shortage of employees - and maybe even a greater shortage of outstanding employees, part of your employee value proposition has to be helping employees in a way that resonates with them.  

I hate to come back to this, because I've said it so often, but it remains a fact - these are the same people who, not so long ago, you defined as being essential.  Just because the pandemic is receding doesn't mean you get to walk away from that designation.  Not if you meant it.