Turning Employee Feedback into Action: 8 Useful Tips

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Company leaders know that listening to employee feedback is crucial. But how do you turn that feedback into action? It’s not enough to just collect input through surveys and town halls. To boost engagement, you need to take concrete action based on what your people are saying.

Easier said than done, right? Without a solid strategy for responding, all that feedback can feel overwhelming.

Not to worry! Here are 8 tips to help you turn employee feedback into action at your organisation.

  1. Categorise and prioritise

First, sift through all the feedback and categorise it into groups like “communication”, “professional development”, “work processes”, etc. This gives you a high-level view and helps identify patterns.

Next, prioritise the categories based on frequency and urgency. If a major issue is brought up repeatedly, it should move to the top of your list! This helps focus your efforts where they’re needed most.

  1. Involve your team

Don’t go it alone! Gather relevant stakeholders like managers and employees to review the feedback together. This gives them buy-in to address issues raised by their peers.

Brainstorm potential solutions as a team. Your staff will likely have great insights being closest to the problems.

  1. Set goals

For each priority issue, set specific, measurable goals for improvement. This keeps you focused and creates accountability.

For example, if communication is an area that needs work, a goal could be: “Implement company-wide monthly newsletter by Q2”.

Track and share progress to demonstrate you’re listening and responding.

  1. Improve incrementally

Major changes take time. Look for small “quick wins” you can implement right away while laying the groundwork for longer-term solutions.

An easy quick win? Start sending weekly department email updates while you work on launching that newsletter.

  1. Update workflows

Look for ways to embed feedback-driven changes into regular workflows. This ensures sustainability.

Build review of employee input into the weekly management meeting agenda. Have HR track and monitor progress on feedback goals.

  1. Communicate constantly

Keep employees looped in on how you’re using their feedback to improve things. Report back through meetings, emails, intranet.

Transparency helps build trust that their voices are valued and making an impact.

  1. Close the loop

When launching changes stemming from employee feedback, explain clearly how they link to input received.

If you revamp the professional development program based on suggestions, say so directly in communications about the change.

  1. Allow ownership

Give employees ownership over implementing feedback-inspired changes. This empowers them to be part of positive change, increasing engagement. It also lightens the load on managers!

Handling employee feedback well requires an always-on, continuous improvement mindset. Issues will evolve, new ones will crop up. Listen, learn, and adapt over time to keep your people engaged, motivated and heard.

And in the meantime, we’re here for your employee engagement tips and tricks. Head back to our blog for more!


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