或许是我国传(chuan)统文(wen)化的影响，认为称赞会引起骄傲(ao)，为了避免干脆连同批评和赞美(mei)在内的一切(qie)员工情况(kuang)反(fan)馈(kui)都省(sheng)略了。

然而，根(gen)据大数(shu)据调查得(de)(de)知：40%的(de)(de)(de)(de)员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)如(ru)果(guo)没有得(de)(de)到反馈(kui)会(hui)极(ji)度不敬(jing)业；企业定(ding)期提供(gong)(gong)员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)反馈(kui)的(de)(de)(de)(de)公司员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)流(liu)失(shi)率(lv)要低14.9%；如(ru)果(guo)员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)被其管(guan)理者忽视极(ji)度不敬(jing)业的(de)(de)(de)(de)可能性要高出2倍(bei)；当管(guan)理者关注员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)(de)强(qiang)项(xiang)时员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)更加敬(jing)业的(de)(de)(de)(de)可能性要高30倍(bei)；39%的(de)(de)(de)(de)员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)认(ren)(ren)为(wei)自己在工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)中没有得(de)(de)到赏(shang)识；43%高度敬(jing)业的(de)(de)(de)(de)员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)，每周至少会(hui)获(huo)得(de)(de)一次反馈(kui)，他(ta)们中间仅18%的(de)(de)(de)(de)人敬(jing)业度较低；65%的(de)(de)(de)(de)员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)想要获(huo)得(de)(de)更多的(de)(de)(de)(de)反馈(kui)；58%的(de)(de)(de)(de)管(guan)理者认(ren)(ren)为(wei)他(ta)们提供(gong)(gong)了(le)足够的(de)(de)(de)(de)反馈(kui)；当管(guan)理者很少或者根(gen)本(ben)不提供(gong)(gong)反馈(kui)时，98%的(de)(de)(de)(de)员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)无法(fa)表(biao)现敬(jing)业；69%的(de)(de)(de)(de)员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)认(ren)(ren)为(wei)如(ru)果(guo)他(ta)们的(de)(de)(de)(de)努(nu)力(li)(li)得(de)(de)到更好的(de)(de)(de)(de)认(ren)(ren)可，他(ta)们会(hui)更加努(nu)力(li)(li)地工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)；78%正(zheng)在受到认(ren)(ren)可的(de)(de)(de)(de)员(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)认(ren)(ren)为(wei)，这激(ji)励(li)了(le)他(ta)们的(de)(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)。

由上述可见，及时的反馈对员工的忠诚度和工作效率有着极大的影响。想要做到良好的反馈工作，一些上线了HRM人力资源软件的企业可以说是省下了不少功夫。

首先，科学的反馈源自于科学的信息收集，人力资源管理系统是一个囊括了企业人力全方面的管理功能的系统，能实时记录员工的在职情况，并通过系统的内置分析功能进行数据性分析，这能为企业管理者实现真实反馈提供简洁的参考。

此外，良好的交流环境也是反馈的基础之一，人力资源管理系统具有强大的对接性，可以对接到不同是的企业社区论坛和各种办公交流软件中，管理者可以通过多种方式向员工快速且准确地表述对其评价，让员工更快更多地获得反馈进而改进自身。