Unlock the secrets to a more engaged and communicative workplace with insights from top industry leaders. Experts like a CEO and a medical director share their strategies on encouraging employees to share feedback and suggestions. The article kicks off with the importance of creating a safe feedback environment and concludes with the value of asking simple, open-ended questions. Discover these and five more expert insights to revolutionize your approach to employee feedback.
- Create a Safe Feedback Environment
- Implement Employee Suggestions
- Provide Multiple Feedback Channels
- Combine Informal and Structured Feedback
- Initiate Feedback Fridays
- Conduct Regular One-on-One Check-Ins
- Ask Simple, Open-Ended Questions
Create a Safe Feedback Environment
To foster a culture of open communication, I prioritize creating a safe environment where employees feel comfortable sharing feedback. I utilize platforms like TINYpulse and Officevibe, which offer anonymous feedback options and real-time insights, ensuring employees can voice their opinions without fear of repercussion. I encourage regular one-on-one meetings and pulse surveys to maintain continuous dialogue.
We also hold an end-cap meeting every month to discuss the professional growth of our employees and our organizational goals. This approach not only gathers valuable insights but also demonstrates our commitment to acting on feedback, thereby reinforcing trust and engagement within the team.
Justin Smith
CEO, Contractor+
Implement Employee Suggestions
The single most effective way to encourage employees to offer up their ideas on how to take the business forward is to actually implement some of those suggestions. It sounds simple, but you’d be surprised at the number of business leaders that have slick platforms and friendly processes in place to allow staff to air their views, but then dismiss all suggestions they receive out of turn.
As you might expect, in each of these businesses, the number of suggestions soon dried up, despite their open-door policies. Employees soon figure out if something is a waste of time. As such, the main thing to change in order to encourage the sharing of ideas is often the leader’s own mindset. Don’t be so quick to reject ideas, and instead, look for ways in which they could be implemented. Of course, not all suggestions will be viable, but if employees see that you’ve listened to and implemented at least one, they’ll be far more likely to share their thoughts.
Rick Smith
Founder & Managing Director, Forbes Burton
Provide Multiple Feedback Channels
To encourage employees to share feedback, I’ve found that providing multiple, accessible channels works best. Anonymity is key. We set up an online platform where team members can submit suggestions without attaching their names. It’s straightforward, secure, and gives them the freedom to speak openly. We also have a physical suggestion box for those who prefer that.
But feedback shouldn’t only happen in silence. We conduct regular employee surveys to capture insights on broader issues. For more nuanced input, we organize one-on-one sessions. These conversations help address concerns directly and build trust. By creating a culture that values openness and respects privacy, you turn feedback into a two-way street. It’s not just about listening; it’s about acting on those insights to drive meaningful improvements.
Dhari Alabdulhadi
CTO and Founder, Ubuy Netherlands
Combine Informal and Structured Feedback
One of the most effective methods I’ve found is using a combination of regular, informal check-ins and structured feedback platforms. We use tools like Slack for quick, open discussions and surveys through platforms like Typeform to ensure anonymity when needed.
By encouraging team members to provide input both spontaneously and in a more considered manner, we’ve created an environment where feedback becomes part of the daily workflow. It’s important to make sure the leadership team is actively participating in these channels as well, showing that every suggestion is taken seriously.
Dinesh Agarwal
Founder, CEO, RecurPost
Initiate Feedback Fridays
As a medical director, I wanted to create an environment where feedback felt easy and natural, so I started something we call “Feedback Fridays.” It wasn’t just about formal meetings; it was a time when the team could drop by, have a coffee, and casually talk about things on their minds. We paired this with an anonymous survey, which gave everyone the freedom to speak up without worrying about judgment.
One memorable moment was when the nursing staff pointed out that patient handovers were taking too long, leading to unnecessary stress. After listening and making some adjustments, the handover process became smoother, and the team felt a noticeable sense of relief.
What really stood out to me was how quickly things changed once people saw their feedback making a real impact. I’ve always believed that when employees see their suggestions lead to improvements, it strengthens their connection to the workplace. It’s not just about listening but following through with action. This strategy improved team morale and kept several valued employees who could have been about to leave. Eventually, it resulted in increased productivity, contented employees, and decreased employee turnover.
Maria Knobel
Medical Director, Medical Cert UK
Conduct Regular One-on-One Check-Ins
Our legal firm has created an open and supportive environment where employees feel comfortable sharing their feedback and suggestions for improvement. We utilize regular one-on-one check-ins with each team member. These meetings provide a dedicated space for employees to express their thoughts, concerns, and ideas. These sessions are about discussing performance metrics as well as creating a dialogue where they can voice their opinions on our practices, case-management processes, and overall work environment. Our employees feel valued and heard, which encourages them to speak up.
We also have an anonymous-feedback platform where employees can submit their suggestions or concerns without fear of repercussion. This tool allows team members to share their insights freely, knowing their identities will remain confidential. It’s an essential aspect of our firm culture, especially given the sensitive nature of the work we do. We regularly review the feedback gathered from both the one-on-one sessions and the anonymous platform during our team meetings. This demonstrates our commitment to improvement and shows employees that their input is taken seriously.
We celebrate successes that come from their suggestions, which reinforces the importance of their voices in our firm’s growth. Supporting an open-feedback culture improves our internal processes and also enhances our ability to serve our clients more effectively.
Alex Zalkin
Partner, The Zalkin Law Firm P.C.
Ask Simple, Open-Ended Questions
I think the best ideas come from the people who are in the trenches every day. To encourage my team to share their feedback, I try to keep things open and easygoing. Every month, I ask everyone two simple questions: “How could we…?” and “What’s the biggest hurdle for you right now…?”
It’s amazing what you can learn when you give people a chance to voice their thoughts. This way, we get some fantastic ideas and really tackle any challenges head-on. Plus, it shows that I genuinely value their input and want us all to grow together as a team!
Andrei Mincov
Founder and CEO, Trademark Factory