Creating Feedback Loops In Strategic Communication Plans

𝗜𝗳 𝗬𝗼𝘂’𝗿𝗲 𝗡𝗼𝘁 𝗗𝗲𝘀𝗶𝗴𝗻𝗶𝗻𝗴 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗟𝗼𝗼𝗽𝘀, 𝗬𝗼𝘂’𝗿𝗲 𝗡𝗼𝘁 𝗗𝗲𝘀𝗶𝗴𝗻𝗶𝗻𝗴 𝗦𝘆𝘀𝘁𝗲𝗺𝘀, 𝗬𝗼𝘂’𝗿𝗲 𝗚𝘂𝗲𝘀𝘀𝗶𝗻𝗴. In service design and journey management, we talk a lot about touchpoints, channels, and experiences. 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵: - No journey gets better without feedback. - No system evolves without learning loops. A feedback loop is the engine that turns friction into insight, and insight into action. In great systems, feedback loops are: 1. 𝗩𝗶𝘀𝗶𝗯𝗹𝗲 – Customers, brokers, employees can see the impact of their feedback 2. 𝗧𝗶𝗺𝗲𝗹𝘆 – Data isn’t stuck in a quarterly report, it’s now 3. 𝗔𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 – It doesn’t just inform, it drives change 4. 𝗖𝗹𝗼𝘀𝗲𝗱 – People know they’ve been heard 𝗜𝗻 𝗯𝗿𝗼𝗸𝗲𝗻 𝘀𝘆𝘀𝘁𝗲𝗺𝘀, 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗱𝗶𝗲𝘀 𝗶𝗻:  🚫 Static maps and surveys nobody reads  🚫 Call logs without analysis  🚫 Dashboards with no ownership  🚫 “That’s just how the process works” 𝗧𝗵𝗶𝗻𝗸 𝗮𝗯𝗼𝘂𝘁 𝗶𝘁: - If a customer hits the same billing error twice, that’s not bad luck, it’s a broken loop. - If frontline staff keep hacks and workarounds to themselves, that’s a missed loop. - If leadership only hears what’s escalated, that’s a distorted loop. 𝗦𝗲𝗿𝘃𝗶𝗰𝗲 𝗱𝗲𝘀𝗶𝗴𝗻 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝘀 𝗷𝘂𝘀𝘁 𝘁𝗵𝗲𝗮𝘁𝗲𝗿. 𝗦𝘆𝘀𝘁𝗲𝗺𝘀 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗮𝗿𝗲 𝗱𝗲𝘀𝘁𝗶𝗻𝗲𝗱 𝘁𝗼 𝗳𝗮𝗶𝗹. 𝗪𝗵𝗮𝘁 𝗰𝗮𝗻 𝘆𝗼𝘂 𝗱𝗼 𝘁𝗼𝗱𝗮𝘆? ✅ Embed feedback into your journeys—not after them ✅ Make insights operational, not optional ✅ Connect customer data to employee experience ✅ Design loops at every level—from micro-interactions to org-wide transformation 𝗬𝗼𝘂 𝗰𝗮𝗻’𝘁 𝗶𝗺𝗽𝗿𝗼𝘃𝗲 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗹𝗶𝘀𝘁𝗲𝗻 𝘁𝗼. 𝗔𝗻𝗱 𝘆𝗼𝘂 𝗰𝗮𝗻’𝘁 𝗹𝗲𝗮𝗱 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗰𝗮𝗻’𝘁 𝗹𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺. #ServiceDesign #OrganizationalDesign #BusinessDesign #SystemsDesign #Research

💬 When Listening Isn’t Enough: Designing Teams That Act on Employee Feedback We’ve all seen it: ✔️ The survey goes out ✔️ The insights come in ❌ And then… crickets. Listening without action is like watching the director’s cut without ever releasing the film. Great feedback loops don’t just collect opinions, they shape how organizations operate. Companies like Medallia are proving this: Employee Experience (EX) is no longer just about sentiment. It’s about designing teams, workflows, and leadership models that respond in real time. Here's an example: Schneider Electric wanted to boost employee engagement and retention, especially among frontline and distributed workers who often felt disconnected from corporate decision-making. What Medallia Did: Using Medallia’s Employee Experience (EX) platform, Schneider Electric implemented a real-time listening strategy that went beyond annual surveys. They deployed: - Pulse surveys tied to key employee lifecycle moments (e.g., onboarding, team transitions) - Text analytics and sentiment analysis to uncover patterns in open-ended feedback - Customized dashboards for local leaders and HRBPs to take targeted action The Outcome: Managers received tailored insights along with "action nudges"—specific, behavior-based suggestions to improve engagement on their teams. Leadership teams reorganized internal mobility pathways after identifying a common blocker in feedback around career progression. Engagement scores improved, especially among underrepresented groups and early-career employees. 🎯 The real competitive edge? Org design that closes the loop: -Leaders trained to recognize signal from noise -Team structures flexible enough to act on input -Feedback tied directly to decision rights and resourcing Systems in place to show employees: we heard you, and here’s what we did Because trust isn’t built in surveys—it’s built in what happens next. 📊 I’m curious—what’s one way your org has acted on employee feedback in the past year? #EmployeeExperience #OrganizationalDesign #LeadershipDevelopment #Medallia #PeopleStrategy #TrustBuilding #EXtoAction #HRInnovation

If you're leading a multi-store retail business, one thing is certain: execution is only as strong as the clarity of communication. The challenge? Messages don’t always travel cleanly from HQ to the field. Strategy may be well thought out at the top, but if it’s not translated effectively—or if front-line teams aren’t allowed to raise concerns—it won’t hold up where it matters most: on the sales floor, with customers. The best-run multi-store organizations don’t just push communication down; they build feedback into the system. Store teams are on the front lines every day. They see problems before reports do. They know what’s getting in the way of execution. The smartest leaders don’t just dictate—they listen. When store managers, district leaders, and regional heads all feel empowered to flag issues and share insights, execution improves. ➡️ How to Make Communication Drive Execution It’s not just about being heard—it’s about closing the loop so the field knows their feedback changes outcomes. Here’s how to make communication work: -Regular, structured store manager calls with an open Q&A built in. These shouldn’t just be corporate updates—allow time for discussion and problem-solving. -Post-initiative reviews. What worked? What didn’t? What needs fixing before scaling? No rollout should be “one and done.” -Visit recaps that include field-raised issues and the follow-up plan. Acknowledge the feedback and communicate what’s happening next. -Anonymous feedback channels for teams who may hesitate to speak up in a meeting. -Recognition for those who surface problems and offer solutions. People need to see that speaking up makes an impact. ➡️ Know Your Audience: Does Communication Change Based on Generations? Yes, but not in the way most people assume. It’s less about what you say and more about how you deliver it. Younger workers want short, clear, visual communication. Overly corporate emails are often ignored. Quick videos or task-based platforms like Slack or Teams work better. If you ask for their feedback and do nothing with it, they’ll disengage quickly. Older workers may be more comfortable with traditional formats—emails, meetings, calls—but they also expect direct, clear communication and appreciation for their experience. ➡️ The Bottom Line Multi-store retail doesn’t break because of bad ideas. It breaks when execution is blocked by unclear direction, assumptions, and a lack of feedback loops. If you want better performance, better customer experiences, and stronger results, create communication that moves in both directions. Because in the multi-store world, if the message doesn’t land—or if concerns go unheard—execution suffers. Multi-store leaders—what are the best communication habits you’ve seen? Let’s build a list of what works out in the field. I would appreciate hearing your thoughts.

When the Head of Product drives strategy top-down, PMs get frustrated. But when PMs drive bottom-up planning...execs get nervous. And when they don’t talk? Roadmaps fall apart. The best product planning lives in the middle. You need top down planning and bottom-up discovery Too often, orgs pick just one side: 🧠 Top-down: Execs set bold bets. PMs execute — even when the data says “this won’t land.” 👟 Bottom-up: PMs chase user needs. Strategy gets lost in the backlog. Here’s what works: strategy as a loop, not a broadcast. 1️⃣ Set Strategic Guardrails Top-down strategy should provide the North Star. Not a list of features. But a set of outcomes: → What problems are we trying to solve at the business level? → What does success look like 12–24 months out? Think: revenue targets, market positioning, platform investments. PMs need these boundaries to prioritize with purpose. 2️⃣ Run Bottom-Up Discovery This is how we understand customer value. → Who is the core customer? → Where's the true pain point? → What patterns are emerging across segments? Not just voice-of-customer — real behavior, real usage. PMs should synthesize signal, not just collect noise. 3️⃣ Drive the Planning Loop Now comes the hard part: translation. → Which bottom-up signals align with strategic goals? → Where do they challenge the current direction? This is where planning becomes strategic. You’re not just slotting features into a timeline — you’re shaping the roadmap based on live feedback. Push for course-correction before commitments solidify. 4️⃣ Package for Executive Buy-In Insights only drive action when they’re communicated in the right language. → Use exec framing: risk, revenue, roadmap. → Use BLUF and the 5-slide rule. → Show tradeoffs, not just problems. This is where influence happens — not just up, but across product, design, eng, marketing. Final thought: The best strategy lives at the intersection of business value and customer value. Not just vision. Not just feedback. Real planning that connects the two. -- 👋 I’m Ron Yang, a product leader and advisor. Follow me for insights on product leadership & strategy.