Employees Want to Know How They’re Performing
Regular, meaningful feedback—especially weekly rather than annual—is crucial for employee motivation, engagement, and retention, as it builds trust and helps employees understand their performance, yet many employers fail to provide timely, specific feedback, highlighting the need for ongoing, trust-based communication supported by technology and project reviews.
7 Stats That Show How Regular Feedback Is Key to Engagement and Retention
The American workforce is hungry for feedback.
Gen Z and Millennials want to know where they are excelling, and more seasoned employees want input that will help them improve and advance. The great news is that frequent, meaningful feedback works.
Employees who get weekly vs. annual feedback are more motivated and engaged:
- 3.2x more likely to strongly agree they are motivated to do outstanding work
- 2.7x more likely to be engaged in work
Source: Gallup
Regular Feedback Is a Function of Trust, a Key to Retaining Employees in the Construction Industry
Managers who share feedback at:
- Companies with high/above average degree of trust – 48%
- Companies with average/low degree of trust – 22%
Employees believe they receive meaningful feedback at:
- Companies with high/above average degree of trust – 70%
- Companies with average/low degree of trust – 8%
Source: Autodesk
The Not-So-Great News: Lack of Feedback or Recognition May Lead to Employee Turnover
Unfortunately, most employers don’t get it right.
- 23% of employees aren’t satisfied with the frequency of feedback they receive
- 17% of employees feel they don’t get feedback that’s specific
- 28% of employees say feedback isn’t frequent enough to help them understand how to improve
Source: Officevibe
Frequent Feedback Doesn’t Have to Be Rocket Science (But Technology Can Help)
Here are three things to remember when giving feedback:
- Don’t wait until it’s annual review time. Short, timely conversations that recognize employees for great performance or provide guidance on how to improve are effective.
- Feedback should come from a foundation of trust. Employees want a genuine relationship that demonstrates you have their back and their best interests in mind.
- Incorporate project reviews. When projects wrap up, take the opportunity to recognize employees for their contributions. (But remember, if there’s negative feedback it should be given real-time and not saved up for project or annual reviews.)
Looking to improve how you manage employee performance and offer regular feedback? Arcoro’s performance management module helps construction employers better engage with their employees.
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All Feedback Isn’t Created Equal
Frequent, high-quality employee feedback—characterized by trust, timeliness, objectivity, clear expectations, constructive focus, and active listening—is crucial for engagement and performance improvement, as annual reviews alone often fail and can even cause disengagement.
Performance Appraisal Methods to Improve Employee Output & Happiness - Arcoro
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Manage Employee Performance with Well-Timed Feedback
Effective employee performance management relies on frequent, well-timed, two-way feedback conversations—ideally monthly or more often—to keep employees engaged, address issues promptly, and support mental health, with performance management software serving as a helpful tool to facilitate these ongoing discussions, especially in industries like construction where daily check-ins may be challenging.
Your Jobsite Gets Inspected. Your HR Should Too.
The article emphasizes that while construction sites undergo rigorous inspections to ensure safety and efficiency, the human resources systems behind the scenes are often neglected, leading to reactive HR practices that contribute to labor shortages, high turnover, compliance risks, and lost revenue, highlighting the critical need for proactive inspection and improvement of HR processes such as hiring, onboarding, compliance, and employee development to sustain a skilled and stable workforce.
To Enhance Performance Management, Make It Continuous
The article advocates replacing traditional annual performance reviews with continuous, frequent feedback methods—such as just-in-time feedback, regular check-ins, project debriefs, and 360-degree feedback—to significantly boost employee motivation, engagement, and development by meeting their strong desire for timely recognition and coaching throughout the year.
Turning Performance Data into a Retention Strategy
The article emphasizes how construction companies can leverage performance management software to analyze employee data—such as declining performance, engagement, and goal completion—to proactively identify flight risks, invest in high-potential employees, and implement data-driven retention strategies that reduce costly turnover and support workforce stability.