Creating A Feedback Loop During Transitions

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. 

💬 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 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

Feeling the Strain of Rapid Pivots? Missed deadlines. Low morale. Team members asking, “Why are we doing this?” Sound familiar? You’re not alone. Gallup finds just 45% of employees clearly understand what’s expected of them, and only 30% feel connected to their organization’s mission. Here are 3 practical steps to restore clarity and ignite commitment: 👥 Co-Create Role Expectations Go beyond a static RACI chart. Invite each person to define what success looks like in their role. Align on priorities together. Capture it all in a shared doc or board so it stays top of mind. 🌟 Link Daily Work to Purpose Turn every meeting into a mission moment. Ask each person to share how their work this week moved the needle on your mission. Visualize those wins. Nothing motivates like seeing real impact. 🔄 Build Fast Feedback Loops Make clarity your north star. Weekly pulse check: “What’s clear? What’s still foggy?” Act on feedback immediately. Closing the loop is just as important as gathering insights. #OrgChange #CultureShift #EmployeeEngagement #Leadership #ClarityInAction Sutey Coaching & Consulting ---------- 🎯 Want to chat more about this? https://lnkd.in/gGJjcffw