How To Encourage Employees To Give You Honest Feedback

By Perminus Wainaina,

As the year winds up, many companies are taking a closer look at more than just their financial performance, they’re also wondering whether their teams feel fulfilled and genuinely engaged. After all, a motivated workforce often translates to satisfied customers and confident shareholders.

Not long ago, I was consulting for a client who wanted to bring in an HR expert to help uncover honest employee feedback. During our meeting with the HR manager, one issue became clear, their employee surveys weren’t working. Participation was low, and even when responses came in, they were cautious and incomplete.

It turned out the hesitation wasn’t about the surveys themselves, but about trust. When the HR manager spoke to a few employees, he learned that many were unsure whether management truly welcomed honest feedback. Some feared backlash, others doubted their opinions would be taken positively, and a few simply felt that nothing would change regardless of what they said.

However, employee feedback is crucial. It provides information that can help you advise management from an informed point of view about what can help the company move forward.

It not only boosts employees’ morale and makes them feel valued but also helps you, as HR, identify and solve issues early. Additionally, it can help you, and other managers know what is working and what isn’t. It is also a way to prevent conflict in the organization. As a result, there is an increase in productivity and good performance.

Here are a few tips I gave to the HR manager on how they can encourage honest feedback from employees;

1. Build a culture of open communication.

How good is your company culture? Do employees feel free to interact with the HR department or their managers?

The HR manager mentioned that they often communicated the leadership decisions to employees but had not gotten to where employees felt safe enough to express their thoughts.

However, sharing feedback has to feel natural, and that starts with the management. It has to be something that happens regularly and is encouraged by the company.

You don’t have to wait for the semi-annual or annual performance reviews to ask for feedback; make it a daily or weekly procedure. Establish open communication channels and act upon what employees suggest to encourage trust.

2. Create opportunities that encourage open communication.

You can explore different options, from attending meetings for various departments, office lunches where one can hold candid, informal conversations, speaking with people from other teams, holding regular meetings, or even holding a team-building activity.

It can help you advise the management on people’s welfare and how the company can move forward. However, you have to create a safe environment for this to happen.

3. Use an anonymous survey.

An anonymous survey helps prevent any fear employees may have. The fact you may not trace makes them feel safe; it may encourage them to be transparent.

First, communicate the survey’s intention and the impact the company desires to have. Also, remember to be strategic about the questions you ask employees. 

Aim at making staff feel valued and, simultaneously, have the survey give valuable insight to help you and the management work towards organizational success.

4. Acknowledge and act on the feedback shared.

Are there times when the HR department does surveys, and no one does anything about it? Yes, this happens, creating a culture of distrust that affects getting feedback in the future.

The feedback may not always be positive; therefore, it is essential to receive it with an open mind.

Once you receive feedback, act upon the input where possible. You can start with the low-hanging fruits and progress from there.

Sometimes you may be unable to do anything about their feedback, but acknowledging their thoughts and answering them, helps them feel valued.

In conclusion

Employee feedback is essential. Keeping in touch with the staff helps you know what is working and what is not.

Knowing how to strategically provide a safe space where employees can give transparent and honest feedback can positively impact your company’s success.

Fortunately, we can help you with this. Visit our Employee Satisfaction Survey Page for more information or reply to this email.

Perminus Wainaina is a Certified HR Consultant and the C.E.O at Corporate Staffing Services. He helps Directors, executives, and managers solve their people management issues for business success. For more on, visit our HR consultancy services page. For a free consultation meeting on your people management issues, reply to this email.