A new framework for feedback | D2L
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A new framework for feedback

I have always believed that the way you treat your employees is the way they will treat your customers, and that people flourish when they are praised.
– Sir Richard Branson | @richardbranson

Feedback from others is essential for elevating employee performance in the workplace, especially when it comes to developing important soft skills like critical thinking, emotional intelligence, and adaptability. According to Deloitte, soft skill-intensive occupations will account for two-thirds of all jobs by 2030. When given well, feedback plays a vital role in encouraging employee engagement and professional development. But when delivered poorly, it can be highly demotivating. The good news is that today’s employees want feedback. Millennials, for example, who are now the largest group in the labor market, crave it from their managers and desire feedback 50% more often than other employees-most of them want feedback monthly at least.

The bad news is that facilitating constructive feedback in the workplace can be tough. People typically don’t excel at giving employee performance feedback because they don’t ever really learn how to do it properly. Social Assessment™ is a framework for feedback that solves this problem. Social Assessment leverages modern workplace learning capabilities and experiences to help organizations improve employee engagement by facilitating regular, constructive feedback from stakeholders across the enterprise-including experts like managers, coaches, and mentors as well as peers-and encouraging iterative employee improvement.

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“Organizations have struggled to demonstrate the impact of training on soft skill development. With Social Assessment, organizations can finally see the progress of improvement of skills over time, and employees can benefit from feedback from experts and peers to support their performance improvement.”
Koreen Pagano, Product Management Director, Corporate, D2L

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Only 53% of employees say they feel valued by their employer, but 91% of those say they are motivated to do their best.

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Millennial workers crave feedback. Overall, they want feedback 50% more often than other employees.

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Only 19% of millennials say they receive routine feedback. An even smaller percentage of millennials (17%) say the feedback they do receive is meaningful.

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Most employees say they meet with their manager less than once a month (56% of millennials and 53% of non-millennials).

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