Creating Feedback Loops For Employee Engagement

Your employees don’t want to be acknowledged. They want to be heard. Here are 5 tips to make sure employees feel heard at your org: 1. Active Reflection Sessions • Schedule regular sessions where employees can share their thoughts, ideas, and concerns with leadership • Encourage open dialogue by actively listening and reflecting on the input provided during these meetings • Follow up with employees to discuss how their feedback is being considered and implemented 2. Anonymous Idea Submission • Set up a secure online portal or suggestion box where employees can submit ideas anonymously • Ensure that the submission process is truly confidential to promote candid and honest feedback • Review submissions regularly and communicate how they are being addressed to the entire organization 3. Employee-Led Meeting Days • Designate specific days where employees take turns leading team meetings and setting the agenda • Provide guidance and support to help employees prepare for their leadership roles • Encourage a variety of meeting formats, such as brainstorming sessions, skill-sharing workshops, or problem-solving discussions 4. 'Listen Tours' by Executives • Schedule regular visits by upper management to different departments or locations • Create an informal atmosphere where executives can engage in candid conversations with employees at all levels • Use these tours to gather insights, identify challenges, and build stronger relationships across the organization 5. Feedback Implementation Scorecard • Develop a system to track how employee feedback is being used and integrated into the organization's strategies • Create clear metrics and milestones to measure progress and hold leadership accountable • Share regular updates with employees to demonstrate the tangible impact of their input and maintain trust Implementing these strategies'll create a workplace where every voice matters and employees feel empowered to contribute their best ideas. Stay committed to the process, celebrate successes along the way, and watch as your organization thrives with the power of amplified employee voices. Join the 12,000+ leaders who get our weekly email newsletter. https://lnkd.in/en9vxeNk

If you’re building a team of champions, you need to establish psychological safety.  If you want to create an environment of explosive growth, you must establish and foster psychological safety.  To build a culture of excellence, ensure your team feels secure sharing their thoughts and feelings—without fear of retaliation or judgment.  Here’s how to do it:  #𝟭 𝗕𝗘 𝗥𝗘𝗔𝗟. 𝗣𝗟𝗘𝗔𝗦𝗘. Encourage everyone to be real! Leaders should actively invite feedback and create structured opportunities for it—both to give and receive. Regular 1:1s and feedback loops help normalize this practice.  #𝟮 𝗠𝗢𝗗𝗘𝗟 𝗩𝗨𝗟𝗡𝗘𝗥𝗔𝗕𝗜𝗟𝗜𝗧𝗬. Admit mistakes! When leaders acknowledge their own missteps and actively seek feedback, they create a safe space for others to do the same. Vulnerability fosters trust and continuous improvement. #𝟯 𝗠𝗔𝗞𝗘 𝗙𝗘𝗘𝗗𝗕𝗔𝗖𝗞 𝗣𝗔𝗥𝗧 𝗢𝗙 𝗬𝗢𝗨𝗥 𝗗𝗔𝗜𝗟𝗬 𝗥𝗢𝗨𝗧𝗜𝗡𝗘. Instead of waiting for annual reviews, provide frequent, specific feedback. Recognize positive behaviors and offer constructive suggestions when improvements are needed. This helps employees see feedback as a tool for growth, not criticism. #𝟰 𝗗𝗘𝗠𝗢𝗡𝗦𝗧𝗥𝗔𝗧𝗘 𝗔𝗖𝗧𝗜𝗢𝗡 𝗢𝗡 𝗙𝗘𝗘𝗗𝗕𝗔𝗖𝗞.  Nothing changes if nothing changes. Feedback loses its value if it isn’t acted upon. When employees see their input leads to real changes, they’ll be more engaged. Leaders should also close the loop by sharing how feedback was implemented.  #𝟱 𝗧𝗥𝗔𝗜𝗡 𝗬𝗢𝗨𝗥 𝗧𝗘𝗔𝗠 𝗧𝗢 𝗚𝗜𝗩𝗘 & 𝗥𝗘𝗖𝗘𝗜𝗩𝗘 𝗙𝗘𝗘𝗗𝗕𝗔𝗖𝗞. Many people struggle with feedback because they lack the skills to deliver it effectively or interpret it constructively. Training your team ensures feedback remains respectful, actionable, and productive.  What are your best strategies for building psychological safety?  #psychologicalsafety #leadership #teammanagement #success #linkedin

Feedback can turn an average organization into a powerhouse. 📈  As a Chief Executive, harnessing effective feedback loops is key to driving continual improvement and alignment.  Here’s how to do it: 1. Set Clear Objectives: What are you aiming for? Whether it’s boosting team performance or uplifting product quality, clarity is essential. 2. Cultivate Open Communication: Foster an environment where all voices are heard. Regular meetings or digital platforms can bridge communication gaps. 3. Schedule Regular Check-Ins: One-on-ones and team meetings keep the pulse on progress and challenges, enabling timely realignments. 4. Leverage Surveys: Use surveys or questionnaires to extract valuable insights from employees and stakeholders. This data can highlight areas needing attention. 5. Act on Feedback: Analyzing feedback is just the start; implementing change communicates that feedback is respected and valued. 6. Build a Feedback Culture: Acknowledge and reward constructive feedback. When leaders exemplify its importance, it becomes a norm. 7. Use Technology Wisely: Feedback tools streamline processes, ensuring efficiency and impact. 8. Invest in Training: Equip your team with skills to deliver feedback that’s constructive, not discouraging. Master these steps and watch your organization's culture and performance soar. Ready to dive deeper into any particular step? Let’s discuss! For more posts like this, follow me @ https://lnkd.in/gnrwyZtR

If your people feel left out of change, They will opt out of the outcome. Most change efforts don’t fail because of poor strategy. They fail because of poor communication — and zero ownership. Here’s how to fix that with a proven loop that actually builds buy-in: Involve, don’t just inform → Ask for input early. People support what they help shape. Clarify what’s in it for them → Make the benefit personal — not just company goals. Give ownership → Assign visible roles to team members so they lead, not just follow. Recognize the early movers → People watch how you treat the first few who take action. Keep the drumbeat going → Use updates and check-ins to show progress and keep energy high. Adjust in real time → Listen to the feedback. Pivot if needed. Show you're paying attention. Equip your team → Don’t just expect them to adapt. Train, coach, and support them to succeed. Change isn’t a one-time event. It’s a culture you build — one honest loop at a time. Which of these is your team doing well? Which one needs work? ♻️ Repost if your team is navigating change 🔔 Follow Sara Junio for more smart frameworks on team transformation