Employee Feedback Statistics By Engagement and Facts

Introduction

Contents

Introduction
Editor’s Choice
General Employee Feedback Statistics
By Employee Engagement Metrics
By Engagement and Turnover
By Comparison Between Employee Feedback and Engagement
By Demographics
By Delivery of Feedback and It’s Impacts on Employees
By Reasons for Not Sharing Feedback
Employee Feedback Programs Statistics
Conclusion

Employee Feedback Statistics: Employee feedback is when employers or managers give their workers advice or comments on their job performance. It can also mean when workers share their thoughts, ideas, and feelings about the work environment or company policies. Feedback is important because it helps employees know what they are doing well and where they can improve. This process provides employers a chance to understand how workers feel in their roles within any

company. Regular feedback can make employees feel valued and motivated, leading to better performance. Both positive and constructive feedback are necessary for growth and success in the workplace. Creating a culture of open communication encourages teamwork and helps everyone achieve their goals.

Editor’s Choice

Employee Feedback Statistics show that around 84% of employees who received quick feedback were engaged in their work, compared to 15% without.
Meanwhile, 32% of employees wait over three months for feedback, representing a communication delay.
Around 41% of employees have quit their jobs because they felt their opinions were ignored or not heard.
Employees who get praise and recognition from their managers are 69% more likely to improve their performance.
41% of employees have left their jobs because they feel their opinions are ignored or not listened to.
In contrast, almost 68% of employees who get clear and regular feedback feel happy and satisfied with their jobs.
In 2024, companies that give regular feedback have 14.9% lower turnover than those that don’t.
Employee Feedback Statistics further reports that nearly 44% of employees stay motivated for more than a week after getting feedback, boosting morale.
Companies that act on employee feedback through surveys have 80% engagement, compared to 40% otherwise.
As of 2024, around 69% of employees say they would put in more effort if their work were recognized with feedback.

General Employee Feedback Statistics

(Source: iseazy.com)

About 75% of workers think feedback is important and helps improve their performance.
Moreover, nearly 45% value feedback from peers and customers, but under 30% actually get it.
Around 65% of employees expressed a desire for more feedback on their performance.
Employee Feedback Statistics also show that 39% of employees say they don’t feel valued or appreciated in their workplace.
69% of employees would put in more effort if they felt their work was better recognized.
Employee Feedback Statistics also states that 43% of highly engaged employees get feedback weekly, while only 18% of disengaged employees do.
63% of Gen Z wants more regular, helpful performance feedback throughout the year.
Almost 92% of people think constructive feedback helps improve performance.
As of 2024, about 80% of Gen Y prefer immediate recognition instead of formal performance reviews.
Similarly, 80% of Gen Y prefer immediate recognition instead of formal performance reviews.

By Employee Engagement Metrics

Around 63% of employees say they need more recognition, while 31% of turnover is reduced with regular praise.
72% of employees receive praise less than weekly, with 39% getting it monthly or less.
According to 83% of employees, giving praise is more appreciated than giving a gift, while 32% have to wait over three months to receive feedback from their manager.
In 2024, nearly 29% of employees are unhappy at work, followed by 26% (feel unhappy outside of work), 56% (no career growth opportunities), 39% (lack enough freedom in their roles), 53% (haven’t improved their skills much over the past year), and 32% (aren’t paid fairly for their work).
83% of employees value feedback, both positive and negative, and 62% want more from colleagues.
70% of employees wish they could spend more time with their manager, while 34% lack enough social interaction with coworkers.
In contrast, almost 31% of employees want more frequent communication from their manager, while 37% feel distant.
Besides, 64% of employees believe the feedback they get should be better, and 23% feel drained daily.

By Engagement and Turnover

(Source: buttercms.com)

In 2024, only 22% of employees with no feedback were engaged, while 58% were disengaged or active.
After receiving negative feedback, only 10% of employees stay engaged, while 80% consider leaving.
73% want clearer goals and expectations from their manager, while 70% desire more time together.
Three-quarters of disengaged workers feel poor relationships with management and lack of feedback hinder performance.
In addition, almost 37% of employees have quit because feedback is ignored, and 20% have thought about it.
7% of entry-level employees and 46.5% of senior-level employees left their jobs.

(Source: website-files.com)

By Comparison Between Employee Feedback and Engagement

Providing timely feedback helps 68% of employees feel more fulfilled in their work and life.

(Source: jobera.com)

In 2024, about 40% of employees who don’t get feedback feel disengaged from their work.
Around 22% of employees who receive negative feedback become disengaged with their work.
Only 1% of employees who receive feedback and are disengaged show improvement.

(Source: website-files.com)

By Demographics

(Reference: website-files.com)

In 2024, around 38% of millennials and 44% of Gen X wanted an annual performance review.
Employee Feedback Statistics reports other employee feedback shares are followed by quarterly (28%), semi-annually (22%), weekly (22%), monthly (9%) and weekly (2%).
Similarly, GenX feedback shares in the same duration are represented as quarterly (24%), semi-annually (24%), monthly (7%) and weekly (1%).
Boomers: annually (58%), semi-annually (19%), quarterly (18%), monthly (4%) and weekly (2%).

By Delivery of Feedback and It’s Impacts on Employees

37% of people prefer to be publicly recognized and praised for their good work.
About 80% of employees look for new jobs because of negative feedback from their managers.
After receiving negative feedback at work, only 10.4% of employees felt engaged.
The share of employees who found the feedback system useful rose from 49% to 75%.
69% of employees say they would put in more effort if their work were recognized through feedback.
Based on Employee Feedback Statistics, 60% of employees prefer getting feedback weekly or daily, while 43% of highly engaged employees do.
Meanwhile, 80% of employees prefer getting timely feedback instead of waiting for annual performance reviews.

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By Reasons for Not Sharing Feedback

Reasons	Employee’s Share
Have no such valuable feedback to share	30.7%
Doesn’t feel feedback is not important enough to share	21%
Trust issues in confidentiality	17.1%
Believe their concerns won’t be addressed	14.1%
Fear the negative consequences after sharing honest feedback	12.2%

Employee Feedback Programs Statistics

Companies with high employee engagement results in 21% more profitable.
Employee Feedback Statistics also show that 87% of employees believe that receiving meaningful recognition boosts their job satisfaction.
About 83.6% of employees believe that being recognised for their work boosts their motivation to succeed.
9% of employees say they would work more efficiently if they received better recognition.
If employees receive more recognition, 71% will be less likely to leave their company.
Moreover, 64% of employees report that their office includes a program for giving employee feedback.
Only 31% of organizations consider their recognition and rewards programs to be highly effective.

Conclusion

Employee feedback is crucial for improving workplace culture and performance. Around 60% of employees feel more engaged when their feedback is valued and acted upon. Companies that gather regular feedback see better employee satisfaction and retention. However, many employees report that feedback needs to be collected more frequently or taken more seriously.

Organizations need to create open channels for feedback and ensure employees see the results of their input to foster a positive and productive work environment.

Employee Feedback Statistics By Engagement, Demographics and Facts