Feedback and Employee Engagement in the Public Sector: Seminar Insights

Seminar: „How to Implement 360 Feedback and Employee Engagement Surveys in the Public Sector?“

On April 18th, our team invited public sector HR specialists and managers to a seminar.

We are excited to share moments and key insights that are also highly applicable in the private sector.

An organisational climate survey allows you to truly hear your employees!

1. First, monitor the participation rate in the survey. If it’s below 70%, this often reflects a lack of engagement among your employees, possibly because they feel their feedback won’t lead to any real changes.

2. Thus, it’s vital not only to carry out the survey but also to act on its findings and review the effectiveness of these actions. Concentrate on one or two key areas rather than attempting to address everything at once. Remember, strengthening the company is not just the responsibility of HR or the director; involve employees and encourage them to propose ideas for enhancing the organisation.

3. Moreover, do not just focus on what needs improvement. It’s important in the survey to identify strengths, as these are what keep your people engaged. Be sure to communicate these strengths – remind your people what they value in the organisation. Don’t assume they already know this.

For more guidance on effectively implementing an employee engagement survey, refer to the article, “Employee Engagement Survey: From Data Analysis to Specific Actions.”

A 360 feedback survey – a tool specifically crafted for employee development

An employee engagement survey provides a macro-level view of the entire company, whereas a 360 feedback survey is micro-level, offering feedback to a specific employee, often a manager.

The core team in any organisation is the management team, as they are crucial in dealing with all employees, and therefore, need continuous development.

1. The 360 feedback survey is quite sensitive because it allows an employee to see their strengths and areas for improvement from their own perspective as well as from colleagues, subordinates, and direct superiors. It is important to emphasize that the purpose of the survey is aimed at development. Do not link this survey to changes in compensation, bonuses, etc. If you do, you will not receive honest feedback, as employees will tend to rate everything positively.

2. It is crucial not to leave a manager alone with the results but to create a further development plan. Based on the results, you can clearly see which managers need growth in specific areas. You can then strategically plan for relevant training or other development initiatives.

Always discuss the reports and clarify the results. Provide each assessed individual with personalized feedback—celebrate what is done well with the employee. Also, be prepared to face denial or resistance to negative feedback. This is a natural reaction, and your task is to provide examples and insights that help the employees see themselves from an outside perspective. This is when the ‘Aha’ moment occurs.

Read more about how to properly implement a 360 feedback survey in the article “Grow Your Leaders: The Importance of 360 Feedback”.

In summary: what you start measuring, begins to improve.

Why? Because once we see the results, not only do we get a comprehensive view, but there is also a responsibility to initiate change.

Many insights to consider. Where to start? Our team is always ready to answer your questions. With UNLOCK Tests, you can conduct surveys independently or utilize us as an external partner—we’ll handle everything from start to finish. Plus, you’ll have access to the platform for 12 months, allowing you to repeat surveys with our assistance or on your own to monitor progress. Try our demo version for free.