How to Encourage Employee Participation and Feedback

Your employees have wishes. Not for ping-pong tables or pizza Fridays, but for a small shift in your leadership. Unfortunately they probably aren't going to tell you what they really need. According to research, 58% avoid giving honest feedback to their boss—because they don’t believe it will make a difference (SHRM, 2023). Their silence isn’t compliance, or lack of engagement. It’s protection. Fear of retaliation, power dynamics, or simply not wanting to "rock the boat" prevents employees from speaking up. How you can grant your employees' wishes without magic wands? Here are five powerful shifts. 🌟 1. Lead from clarity. When priorities shift weekly, employees get lost in the fog. They don’t need the full strategy brief—but they do need to understand the why behind the change. 👉 What to do: Pause before pivoting. Write out your reasoning. If you can’t explain it clearly, the team won’t follow it confidently. Clarity fuels progress. 🌟 2. Keep your promises. Even small promises—“I’ll get back to you next week”—carry weight. When those are forgotten, trust begins to unravel. 👉 What to do: Calendar your commitments. Follow through, or circle back if something shifts. When your word holds weight, so does your leadership. 🌟 3. Invite their perspective. Your employees have insights you can’t see from the top. But if disagreement feels dangerous, those insights stay buried. 👉 What to do: Normalize feedback. Encourage respectful dissent. Create safe ways to speak up. Your best ideas might be stuck behind a culture of silence. 🌟 4. See them and the value they bring. People want to contribute more than what's in their job description. They want to make a difference, but you have to pay attention. 👉 What to do: Ask for their ideas. Celebrate them when they step up. Example: At Diageo, a multinational beverages giant, employees saved $7.8M just by sharing what they already knew. 🌟 5. Build trust with your actions. Trust doesn’t come from slogans or values painted on the wall. It comes from the way you show up—especially in the small moments. 👉 What to do: Be present. Listen more than you speak. Acknowledge gaps. Every interaction is a chance to either build trust—or burn it. ✨ Conclusion According to Gallup, companies that actively seek employee feedback experience 14% higher productivity and 21% higher profitability. No fairy dust required. One small but powerful action is more sustainable than Ping Pong Tables and Pizza. Do you have more to add? Let’s learn from each other 👇 #LIPostingDayApril  #Leadership  

£11k to £25k. That’s how much it costs to replace an employee in the UK. Still relying on exit interviews? You’re already paying the price. By the time someone hands in their notice, the damage is done. And it’s costing you more than you think. High turnover is a talent problem, and a financial one. The best way to retain your people? Act before the resignation letter lands on your desk. At Plumm, I’ve seen firsthand how a proactive feedback culture transforms teams. It’s about listening before it’s too late, fostering trust, and showing employees they matter. Why proactive feedback matters? - Catch problems early Regular check-ins help spot issues before they escalate into costly resignations. - Foster growth People stay where they feel valued. Feedback should drive development, not just reviews. - Build trust Open conversations strengthen relationships, increasing retention. How to get it right? ↳ Make one-on-ones count Go beyond projects. Talk about goals, challenges, and aspirations. ↳ Open up feedback channels Surveys, digital tools, or just creating space to speak up. ↳ Celebrate wins Consistent recognition boosts morale and retention. ↳ Encourage two-way conversations Ask for feedback on leadership. It builds mutual respect. ↳ Act on feedback Nothing kills trust faster than ignored input. Show employees their voice matters. Exit interviews explain why someone left. Proactive feedback helps you keep them. High turnover is expensive. A feedback culture protects your bottom line and keeps your best people. PS: How are you making sure your employees feel heard?

Too many companies treat Voice of the Employee like a box to check. An annual survey. Generic questions. A vague promise to “do better next time.” Managers sometimes don’t even see the feedback, and nothing changes.    And here’s the problem: beyond just being surveyed, employees want to be seen, heard, understood, and most importantly, they want their feedback acted on.    Too often, traditional VoE feels like a formality, and it’s no wonder employees stop speaking up.   I’ve always advocated for VoE programs to be drivers of performance and engagement, rather than delayed listening exercises. It’s how I built it into the Centrical platform and how I run our company.    It looks like short, targeted pulse surveys about what actually affects people’s day-to-day work: → Are priorities clear?  → Is the workload manageable?  → Do they feel confident in their knowledge of newly launched processes or initiatives?  → Is coaching effective?  → Are they okay?     And when someone signals something’s off, managers get alerted, coaching triggers, and conversations start. It all happens in the flow of work.     Feedback without action isn’t listening.    When employees see that their voice leads to action, trust grows, engagement deepens, and performance improves.    We need better, faster, more human feedback loops, powered by technology, but driven by empathy.     #VoiceoftheEmployee #VoE #EmployeeExperience 

How to Improve Employee Engagement (Without Burning Everyone Out) Employee engagement isn’t about pizza parties or free swag—it’s about real connection, growth, and trust. Here are 7 meaningful ways to boost engagement on your team: 1️⃣ Be Transparent. Many leaders hold back out of fear—fear of turnover, fear of disruption. But open communication actually builds trust. ✨ Try this: Weekly team check-ins, open Q&As with leadership, internal newsletters. 2️⃣ Recognize the Work. Celebrate both the big wins and the everyday efforts. People pour hours into their work—it deserves acknowledgment. ✨ Try this: Monthly shout-outs, peer-nominated awards, personalized recognition. 3️⃣ Create Growth Pathways. Engaged employees are growing employees. Promotions are great, but so are developmental opportunities. ✨ Try this: Skill-based training, mentorship, career mapping, conference access. 4️⃣ Tie Work to Purpose. People want to know their work matters. Connect daily tasks to your mission and values. ✨ Try this: Share impact stories, align goals to company vision, encourage input on strategy. 5️⃣ Respect Work-Life Balance. No one can give their best when they’re burned out. Show you see the full human, not just the worker. ✨ Try this: Flex hours, mental health days, wellness programs. 6️⃣ Encourage Ownership. Empower your team to lead projects, make decisions, and take initiative. Their success is your success. ✨ Try this: Project-based leadership, open innovation challenges. 7️⃣ Make Feedback a Two-Way Street. Feedback shouldn’t just flow top-down. Engagement grows in coaching cultures. ✨ Try this: Regular 1-on-1s, engagement surveys, and real-time feedback loops. People stay where they’re valued, seen, and growing. This is the work I'm passionate about and that I talk about on every panel I'm on. #EmployeeEngagement #LeadershipDevelopment #PeopleFirst #InclusiveLeadership #WorkplaceWellbeing #EmployeeExperience #HRLeadership #CareerGrowth #ManagerTips #FutureOfWork #OrganizationalCulture #LeadWithEmpathy

Only 31% of employees are enthusiastic about their work. As a middle manager, you play a pivotal role in boosting your team's engagement and enthusiasm. Here's how you can inspire and empower your team: 🌟 Trust & Empower: Involve your team in decision-making processes whenever possible. This fosters a sense of ownership and responsibility, motivating them to take initiative. 🌟 Celebrate Feedback: Encourage a culture of frequent and constructive feedback. It promotes continuous learning and growth, essential for your team's development. 🌟 Connect 'Why' to Vision: Share the company's vision and explain how your team's contributions matter. This sense of purpose can be a powerful motivator. 🌟 Offer Development: Advocate for training and development opportunities for your team. It signals your commitment to their growth and increases their loyalty. 🌟 Recognize & Praise: Acknowledge achievements, both big and small. A simple 'thank you' can go a long way in boosting morale and motivation. 🌟 Promote Diversity: Embrace diverse perspectives within your team. It enriches the work environment, prompts healthy debate, and drives innovation. 🌟 Encourage Collaboration: Foster teamwork on projects. It builds a sense of community and belonging while accelerating learning. 🌟 Challenge Comfort Zones: Push your team members to expand their skills and explore what they think is possible. It promotes growth and enthusiasm. 🌟 Cultivate Inclusivity: Ensure all voices are heard during discussions and meetings. Create space for quieter team members to speak up. Be the leader who serves, empowers, and inspires. And watch your team's engagement skyrocket!

𝗧𝗵𝗲 𝗜𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝗰𝗲 𝗼𝗳 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝗻 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 🗣️ Ever feel like your Learning and Development (L&D) programs are missing the mark? You're not alone. One of the biggest pitfalls in L&D is the lack of mechanisms for collecting and acting on employee feedback. Without this crucial component, your initiatives may fail to address the real needs and preferences of your team, leaving them disengaged and underprepared. 📌 And here's the kicker—if you ignore this, your L&D efforts risk becoming irrelevant, wasting valuable resources, and ultimately failing to develop the skills your workforce truly needs. But don't worry—there’s a straightforward fix: integrate feedback loops into your L&D programs. Here’s a clear plan to get started: 📝 Surveys and Questionnaires: Regularly distribute surveys and questionnaires to gather insights on what’s working and what isn’t. Keep them short and focused to maximize response rates and actionable feedback. 📝 Focus Groups: Organize small focus groups to dive deeper into specific issues. This setting allows for more detailed discussions and nuanced understanding of employee needs and preferences. 📝 Real-Time Polling: Use real-time polling tools during training sessions to gauge immediate reactions and make on-the-fly adjustments. This keeps the learning experience dynamic and responsive. 📝 One-on-One Interviews: Conduct one-on-one interviews with a diverse cross-section of employees to get a more personal and detailed perspective. This can uncover insights that broader surveys might miss. 📝 Anonymous Feedback Channels: Ensure there are anonymous ways for employees to provide feedback. This encourages honesty and helps identify issues that employees might be hesitant to discuss openly. 📝 Feedback Integration: Don’t just collect feedback—act on it. Regularly review the feedback and make necessary adjustments to your L&D programs. Communicate these changes to employees to show that their input is valued and acted upon. 📝 Continuous Monitoring: Use analytics tools to continuously monitor engagement and performance metrics. This provides ongoing data to help refine and improve your L&D initiatives. Integrating these feedback mechanisms will not only enhance the effectiveness of your L&D programs but also boost employee engagement and satisfaction. When employees see that their feedback leads to tangible changes, they are more likely to be invested in the learning process. Have any innovative ways to incorporate feedback into L&D? Drop your tips in the comments! ⬇️ #LearningAndDevelopment #EmployeeEngagement #ContinuousImprovement #FeedbackLoop #ProfessionalDevelopment #TrainingInnovation

Want to build trust & transparency in your team? Start with 360-degree feedback: At work, nothing matters more than trust & honesty. 360-degree feedback is a (fantastic) way to do this. I’ve seen it: -Boost performance -Increase collaboration -Improve team dynamics -Create a happy work culture 360-degree feedback lets everyone share their thoughts. It makes employees feel important & brings teams closer together. Here’s a step-by-step blueprint to start using 360-degree feedback: 1. 𝗗𝗲𝗳𝗶𝗻𝗲 𝗖𝗹𝗲𝗮𝗿 𝗚𝗼𝗮𝗹𝘀 What do you want to achieve? Better Communication? -360-degree feedback helps employees talk about hard topics. -This increases happiness & reduces the chances of exit. Find Skill Gaps? -When you locate skill gaps you can help employees improve at their jobs. -Getting feedback helps you locate missing skills. Boost Morale? -Employees are happier & more engaged when they see changes from THEIR feedback. 2. 𝗖𝗵𝗼𝗼𝘀𝗲 𝘁𝗵𝗲 𝗥𝗶𝗴𝗵𝘁 𝗧𝗼𝗼𝗹𝘀 Pick a feedback tool that’s easy to use! Choose tools that are simple & match your needs. Options include: - Interviews - Focus groups - Online surveys Make sure the tools cover what you want to assess & are reliable. 3. 𝗧𝗿𝗮𝗶𝗻 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺 Teach your team how to give (& receive) feedback. -This includes learning how to give & receive feedback the right way. -You should stress honesty & respect via feedback to build trust. -Training helps ensure feedback is useful. 4. 𝗘𝗻𝘀𝘂𝗿𝗲 𝗔𝗻𝗼𝗻𝘆𝗺𝗶𝘁𝘆 Make the process anonymous to get honest feedback. - Find what works best for your team. - Anonymity fosters (honest) feedback without fear of trouble. - Anonymity encourages honesty, but being open can build trust. 5. 𝗖𝗼𝗹𝗹𝗲𝗰𝘁 & 𝗔𝗻𝗮𝗹𝘆𝘇𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Get feedback from different sources & look for patterns. -Gather feedback from coworkers, team members, & bosses for a complete picture. Looking at feedback helps find patterns & areas to improve. 6. 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗛𝗲𝗹𝗽𝗳𝘂𝗹 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Share feedback in a way that helps. -Highlight both strengths & areas to improve so employees understand their performance completely. -Give feedback that helps people grow, don't point out mistakes. -Encourage improvement. 7. 𝗙𝗼𝗹𝗹𝗼𝘄 𝗨𝗽 Have a plan to follow up on the feedback. -Regular follow-ups show your company cares about feedback (this builds trust & engagement). -Create & track plans based on feedback to ensure it leads to (real) improvements. 𝗧𝗟𝗗𝗥 360-degree feedback builds trust & honesty. Follow these steps: 1. Set clear goals 2. Choose the right tools 3. Train your team 4. Ensure anonymity 5. Collect & analyze feedback 6. Provide helpful feedback 7. Follow up Are you ready to use 360-degree feedback to build trust & honesty?

❓Are your employee engagement survey completion rates dropping? Or worse, are your employees holding back their honest feedback? From my lived experience and research, here are some common reasons why both of those things could be happening: 1️⃣ Misaligned questions and initiatives: The survey asks about things like collaboration, psychological safety, compensation, etc., but the company’s engagement efforts are focused on t-shirts, parties, and food. There’s a disconnect. 2️⃣ Belief that Nothing Will Change: Many employees feel like their feedback goes into a black hole. They give their honest thoughts but see no follow-up or tangible results, making them question if it’s worth the effort. 3️⃣ Fear of Consequences for Honesty: On the flip side, some employees believe their candid feedback could lead to backlash or negative consequences, especially if the survey doesn’t seem anonymous or secure. 💡 Some possible solutions: 1️⃣ Align Initiatives with Feedback: If employees rank pay as a concern, evaluate if your compensation is competitive. If leadership is rated poorly, it’s time to invest in leadership development. Ensure that what you ask about directly relates to the initiatives you plan to improve. 2️⃣ Show the Impact: Be transparent with employees about the survey results and communicate specific actions you’re taking based on their feedback. They need to see progress to regain trust. 3️⃣ Ensure Anonymity and Safety: Reassure employees that their feedback is confidential and safe from repercussions. Build a culture where honesty is encouraged and valued, not punished. Surveys should be a tool for real engagement, not a formality. When done right, they can drive the very changes employees want to see and that your organization needs. What would you add to the list? #EmployeeEngagement #LeadershipDevelopment #WorkplaceCulture #EmployeeFeedback #HRStrategy #OrganizationalDevelopment #EmployeeTrust #SurveyResults #EngagementInitiatives #PeopleFirst #EmployeeExperience #HRTransformation

If your people are reaching out to me with frustrations about your leadership, culture, or a toxic work environment, it's a sign that there are significant challenges ahead. After I speak at events on the infinite ROI of leading with care, I often receive messages from audience members struggling with toxic managers or leaders who make work unbearable. What truly breaks my heart is that these individuals want nothing more than to do their best work, grow, and contribute. A major factor behind these frustrations is the lack of psychological safety. When people don't feel safe voicing their opinions, sharing feedback, or speaking up to their leaders, they turn to people like me for advice, unsure of how to navigate their own workplace. (But in reality, they should always feel comfortable speaking to their leader to work through those challenges... But lack of safety is preventing that.) Here are 3 actionable steps to create a safer environment where your people can thrive: 1) Communicate Your Commitment: Reassure your team that you genuinely care about their well-being and the company's success. Let them know you’re open to feedback and that their job security is a priority. 2) Enable Anonymous Feedback: Establish a system where employees can provide anonymous feedback at any time, fostering honesty without fear of repercussions. 3) Schedule Regular One-on-One Feedback Sessions: Make space each quarter for one-on-one meetings where your team can give you candid and constructive feedback. Remember, these conversations should be a two-way street. Without safety, your people can't perform at their best. Start implementing these steps today to foster a healthier, more collaborative work environment.