The Feedback Gap

The Feedback Gap 65% of people feel they don't get enough feedback at work 34% of managers want to give their teams more feedback Want more feedback I give enough 65% 58% 35% 34% 7% I want to give more Not They get enough enough, but meh. Manager Gap Analysis I give enough Want to give more Gap by Job Title Meh 10% 19% 71% Owner Managers further down the hierarchy feel the need to give more 29% 8% C-Level/ VP 63% feedback 6% 38% Managers 50% Gap by Age Gap by Company Size 3% 10% 8% 12% 26% 3% .ww. 13% .... .... 42% 30% 26% 37% 52% 50% .... 56% 88% 62% 26% 83% 62% .... 48% 55+ 25 - 34 35-54 18 - 24 Small years years Large Medium years years The gap is biggest at smaller companies Most young managers feel they give enough Feedback Source: Rypple conducted Linkedin polls of 224 people ("Do you get enough feedback at work?" and 203 managers ("Do you give your employees enough feedback?"). Why does the Feedback Gap matter? Recognition is more motivating than money and costs much less McKinsey global survey of 1,047 executives, managers, 97% of employees aren't engaged when they feel ignored by their and employees (2009) Effectiveness % of respondents answering 'extremely or 'very effective' managers Gallup survey of 1,003 U.S. employees (2009) Performance-based cash Actively disengaged bonuses Praise and commendation from immediate manager 60% Attention from leaders 67% 40% Opportunities to lead projects or task forces 63% 57% 62% Not engaged 2% McKinsey&Company Engaged Source https://www.mckinseyquarterty.com/Organization/Talent/Motivating people_Getting beyond money 2460 GALLUP Source hetp://gm.gallup.com/content/12424/driving-engagement-facusing-strengths.aspx The Feedback Gap 65% of people feel they don't get enough feedback at work 34% of managers want to give their teams more feedback Want more feedback I give enough 65% 58% 35% 34% 7% I want to give more Not They get enough enough, but meh. Manager Gap Analysis I give enough Want to give more Gap by Job Title Meh 10% 19% 71% Owner Managers further down the hierarchy feel the need to give more 29% 8% C-Level/ VP 63% feedback 6% 38% Managers 50% Gap by Age Gap by Company Size 3% 10% 8% 12% 26% 3% .ww. 13% .... .... 42% 30% 26% 37% 52% 50% .... 56% 88% 62% 26% 83% 62% .... 48% 55+ 25 - 34 35-54 18 - 24 Small years years Large Medium years years The gap is biggest at smaller companies Most young managers feel they give enough Feedback Source: Rypple conducted Linkedin polls of 224 people ("Do you get enough feedback at work?" and 203 managers ("Do you give your employees enough feedback?"). Why does the Feedback Gap matter? Recognition is more motivating than money and costs much less McKinsey global survey of 1,047 executives, managers, 97% of employees aren't engaged when they feel ignored by their and employees (2009) Effectiveness % of respondents answering 'extremely or 'very effective' managers Gallup survey of 1,003 U.S. employees (2009) Performance-based cash Actively disengaged bonuses Praise and commendation from immediate manager 60% Attention from leaders 67% 40% Opportunities to lead projects or task forces 63% 57% 62% Not engaged 2% McKinsey&Company Engaged Source https://www.mckinseyquarterty.com/Organization/Talent/Motivating people_Getting beyond money 2460 GALLUP Source hetp://gm.gallup.com/content/12424/driving-engagement-facusing-strengths.aspx The Feedback Gap 65% of people feel they don't get enough feedback at work 34% of managers want to give their teams more feedback Want more feedback I give enough 65% 58% 35% 34% 7% I want to give more Not They get enough enough, but meh. Manager Gap Analysis I give enough Want to give more Gap by Job Title Meh 10% 19% 71% Owner Managers further down the hierarchy feel the need to give more 29% 8% C-Level/ VP 63% feedback 6% 38% Managers 50% Gap by Age Gap by Company Size 3% 10% 8% 12% 26% 3% .ww. 13% .... .... 42% 30% 26% 37% 52% 50% .... 56% 88% 62% 26% 83% 62% .... 48% 55+ 25 - 34 35-54 18 - 24 Small years years Large Medium years years The gap is biggest at smaller companies Most young managers feel they give enough Feedback Source: Rypple conducted Linkedin polls of 224 people ("Do you get enough feedback at work?" and 203 managers ("Do you give your employees enough feedback?"). Why does the Feedback Gap matter? Recognition is more motivating than money and costs much less McKinsey global survey of 1,047 executives, managers, 97% of employees aren't engaged when they feel ignored by their and employees (2009) Effectiveness % of respondents answering 'extremely or 'very effective' managers Gallup survey of 1,003 U.S. employees (2009) Performance-based cash Actively disengaged bonuses Praise and commendation from immediate manager 60% Attention from leaders 67% 40% Opportunities to lead projects or task forces 63% 57% 62% Not engaged 2% McKinsey&Company Engaged Source https://www.mckinseyquarterty.com/Organization/Talent/Motivating people_Getting beyond money 2460 GALLUP Source hetp://gm.gallup.com/content/12424/driving-engagement-facusing-strengths.aspx The Feedback Gap 65% of people feel they don't get enough feedback at work 34% of managers want to give their teams more feedback Want more feedback I give enough 65% 58% 35% 34% 7% I want to give more Not They get enough enough, but meh. Manager Gap Analysis I give enough Want to give more Gap by Job Title Meh 10% 19% 71% Owner Managers further down the hierarchy feel the need to give more 29% 8% C-Level/ VP 63% feedback 6% 38% Managers 50% Gap by Age Gap by Company Size 3% 10% 8% 12% 26% 3% .ww. 13% .... .... 42% 30% 26% 37% 52% 50% .... 56% 88% 62% 26% 83% 62% .... 48% 55+ 25 - 34 35-54 18 - 24 Small years years Large Medium years years The gap is biggest at smaller companies Most young managers feel they give enough Feedback Source: Rypple conducted Linkedin polls of 224 people ("Do you get enough feedback at work?" and 203 managers ("Do you give your employees enough feedback?"). Why does the Feedback Gap matter? Recognition is more motivating than money and costs much less McKinsey global survey of 1,047 executives, managers, 97% of employees aren't engaged when they feel ignored by their and employees (2009) Effectiveness % of respondents answering 'extremely or 'very effective' managers Gallup survey of 1,003 U.S. employees (2009) Performance-based cash Actively disengaged bonuses Praise and commendation from immediate manager 60% Attention from leaders 67% 40% Opportunities to lead projects or task forces 63% 57% 62% Not engaged 2% McKinsey&Company Engaged Source https://www.mckinseyquarterty.com/Organization/Talent/Motivating people_Getting beyond money 2460 GALLUP Source hetp://gm.gallup.com/content/12424/driving-engagement-facusing-strengths.aspx The Feedback Gap 65% of people feel they don't get enough feedback at work 34% of managers want to give their teams more feedback Want more feedback I give enough 65% 58% 35% 34% 7% I want to give more Not They get enough enough, but meh. Manager Gap Analysis I give enough Want to give more Gap by Job Title Meh 10% 19% 71% Owner Managers further down the hierarchy feel the need to give more 29% 8% C-Level/ VP 63% feedback 6% 38% Managers 50% Gap by Age Gap by Company Size 3% 10% 8% 12% 26% 3% .ww. 13% .... .... 42% 30% 26% 37% 52% 50% .... 56% 88% 62% 26% 83% 62% .... 48% 55+ 25 - 34 35-54 18 - 24 Small years years Large Medium years years The gap is biggest at smaller companies Most young managers feel they give enough Feedback Source: Rypple conducted Linkedin polls of 224 people ("Do you get enough feedback at work?" and 203 managers ("Do you give your employees enough feedback?"). Why does the Feedback Gap matter? Recognition is more motivating than money and costs much less McKinsey global survey of 1,047 executives, managers, 97% of employees aren't engaged when they feel ignored by their and employees (2009) Effectiveness % of respondents answering 'extremely or 'very effective' managers Gallup survey of 1,003 U.S. employees (2009) Performance-based cash Actively disengaged bonuses Praise and commendation from immediate manager 60% Attention from leaders 67% 40% Opportunities to lead projects or task forces 63% 57% 62% Not engaged 2% McKinsey&Company Engaged Source https://www.mckinseyquarterty.com/Organization/Talent/Motivating people_Getting beyond money 2460 GALLUP Source hetp://gm.gallup.com/content/12424/driving-engagement-facusing-strengths.aspx