Using Data to Improve Feedback Systems

In today's rapidly changing workplace, understanding your team's emotions has never been more crucial. Enter sentiment analysis—an innovative tool that can transform your workplace culture. Sentiment analysis uses AI to gauge employee feelings from various communication channels, such as emails, chats, and surveys. It provides insights into morale, engagement, and potential pain points, allowing leaders to address issues before they escalate. Here’s how to implement it effectively: 1. Gather Data: Start by collecting feedback regularly, not just during annual reviews. Opt for real-time pulse surveys to get a continuous read on employee sentiment. 2. Analyze Trends: Use sentiment analysis tools to identify patterns in feedback. Is there a recurring theme of dissatisfaction or enthusiasm? Understand the why behind the numbers. 3. Take Action: The real power lies in translating insights into action. If sentiment dips, engage your teams to collaboratively address the root causes. 4. Communicate Openly: Keep lines of communication transparent. Share what you’ve learned and the steps you plan to take. This builds trust and shows your team that their opinions matter. Remember, it’s not just about collecting data; it’s about creating a culture where employees feel seen and heard. What steps are you taking to understand employee sentiment in your organization?

This report is a wake-up call. 23,000 performance reviews exposed 👇 The Language Gap: ↳ Women hear "emotional" 2.5x more ↳ "Abrasive" 3x more ↳ "Bossy"? Almost always directed at women ↳ "Unlikeable" 4x more The Real Business Impact: ↳ Innovation stifles ↳ Psychological safety shatters ↳ Top performers leave quietly ↳ Potential is squandered But here's the twist: It's not about blame. It's about better business. 5 Data-Backed Solutions: 1. Zero-Tolerance Policy ↳ Ban subjective personality descriptions 2. AI-Powered Screening ↳ Flag biased language before it hits 3. Structured Templates ↳ Guide feedback with objective metrics 4. Leadership Training ↳ Focus on behavior, not personality 5. Regular Audits ↳ What gets measured gets fixed The data is clear: Better feedback = Stronger teams = Higher performance Ready to upgrade your leadership? Start here. Tag a leader who needs to see this 🎯 Do you agree? Let me know ⬇️ — ♻️ Repost if you believe in better leadership! ➕ Follow me (Leonardo Freixas) for more. Source: Textio Performance Review Language Study (2024)

I don’t know what all those gauges and readouts on an airplane dashboard mean, but I do know that I want the pilots flying the aircraft to see them. Otherwise, they’d be flying around the globe pressing buttons and throwing switches on hunches and guesses. It’s the same with change activation. If a business wants its initiatives to actually, you know, work, they need the gauges and readouts of change: two-way feedback loops. Too many transformation strategies stall mid-air because they're missing one critical piece: live feedback from the ground. 🚫 Not the kind that comes 90 days later in a spreadsheet from HR. 🚫 Not the kind that’s missing in a thousand unanswered surveys. 🚫 Not the kind that's too late, showing up in exit interviews from disgruntled employees already moving on to greener pastures. I’m talking about real, instant, interactive, informal feedback. The kind that can be used to course-correct in real time. I call this the “Triple I” strategy: Instant  Interactive  Informal Here's the thing about feedback: 🧭 It’s a compass. It surfaces what people are thinking right now — what they’re confused about, excited by, or flat-out resisting. 📈 It’s a growth engine. It helps teams learn faster and build smarter next time. If they already know that job security is a major concern for one group, why go through the pain of rediscovering that from scratch during the next initiative? 🧠 It’s organizational memory. A well-run feedback system captures insights that can be used again and again. No need to keep asking the same questions if the answers have already been documented. But here’s the challenge: Most companies don’t have the time, tools, or energy to conduct 1:1s, focus groups, and in-person interviews across tens of thousands of people. And survey fatigue is real. You can only send so many Surveymonkey forms before people start auto-clicking “neutral.” Instead, tap into an activity people already do several times every day: interacting with content. When change comms or capability building initiatives are embedded into a change activation platform with built-in interactive functionality, something magical is unlocked: ✅ Questions get asked  ✅ Concerns are shared  ✅ Colleagues respond to each other  ✅ Change champions emerge organically  ✅ A real-time pulse on what is and isn't resonating emerges  Even better? The data is captured automatically. Comment data becomes reports visualized in-platform with sentiment analysis layered on top. Visibility into what’s trending by audience, location, and job level — across the entire organization — without running a single survey. Access to 24/7, large-scale feedback *that doesn’t feel like feedback.* No forms. No follow-ups. Just natural interaction with change content and powerful data to guide your next move. That’s the kind of loop that fuels real agility and speed. Because strategy without feedback isn’t agile - it’s flying blind.