Here's how you can ensure employee feedback is valued and acted upon as a public administrator.

Listen, sensitize and implement! Never forget that your employees are your first ambassadors and the guardians of your reputation! Feedback is an essential management tool, in all professions and more specifically in public affairs where procedures are often long and hierarchical, unlike in the private sector or startups. We must therefore create what I call "A space of trust" where public servants feel comfortable giving their feedback and try applying the proposed solutions one at a time. Capacity building is a good way to promote and motivate your teams, showing them that they are heard.

Absolutely! Active listening fosters an environment of trust. When employees feel heard, they are more likely to be engaged and committed to their work. This leads to higher productivity and job satisfaction. By actively listening, management can identify potential issues before they escalate. Employees are often the first to notice problems, and their input can be invaluable in addressing concerns promptly and effectively.

There is something very powerful to surrendering to active listening and observing behaviours. Taking that time to listen and reflect back what you perceive to help a colleague tackle a problem and help them to uncover an solution that you know they have the capacity to solve is one of my highlights of my day. Helping to build confidence, having a team member sound out ideas by asking them questions to help unlock solutions is better all around. No one wants to follow an unnatural process to their approach, we all work in different ways and enabling an environment of support is the most rewarding way to develop my leadership skills whilst helping to develop the skills of my team members.

é preciso fomentar a cultura da retroalimenta??o como motor do avan?o de um trabalho colaborativo, mas um líder só será capaz de alavancar a qualidade de seu time e dos servi?os que prestam se houver confian?a entre todos e a ideia de que é possível construir uma equipe de alto desempenho. As melhores ideias se constroem a partir da diversidade de opini?es e estas somente ser?o apresentadas se as pessoas forem incentivadas a emiti-las, apontando melhoras nos processos internos. Portanto, o líder precisa estar disposto a ouvir sem vieses ou preconceitos, ajudando a construir solu??es a partir do somatório de ideias.

I believe listening actively is strongly linked to empathy, to put yourself in the shoes of the person sharing the message - what are they trying to share? This can help one better understand and comprehend the message shared by the person conveying it. On the other hand, just because one is using active listening it doesn't necessarily means one has to agree with it and not use critically challenging it, if it needs to.

Providing and receiving constructive feedback is very important for both sides. This helps you to improve your skills and grow as a professional.

La manera más efectiva de promover el intercambio de ideas, es dando ejemplo. Escucha a tus colaboradores, haz preguntas abiertas para conocer sus reflexiones y capta aquello que no dicen. Y demuestra que los inputs se estudian, que se tienen en cuenta.

To encourage the exchange of ideas, it is not enough just to say that you are open to listening to everyone's comments. You have to integrate this practice into your day-to-day life by setting up regular spaces for this purpose. It should be assumed as part of the work, sometimes in groups, sometimes in one-to-one sessions. All those involved must be prepared for these meetings, with an open mind, ready to listen and to contribute value in their comments.

Encouraging to speak up is harder than it sounds. As a leader, you can do that by valuing the feedback you receive and acting on it.

Sharing promotes a sense of community and trust among employees. When team members are open about their work and willing to help each other, it builds stronger relationships and a more cohesive team. When employees share their knowledge and experiences, they contribute to the personal and professional growth of their colleagues. This culture of continuous learning benefits both individuals and the organization as a whole. A culture of sharing encourages transparency within the organization. It fosters an environment where employees feel comfortable communicating openly, which can lead to better decision-making and problem-solving.

A escuta ativa é uma técnica de comunica??o que coloca a aten??o plena e consciente a servi?o da soma de perspectivas sobre uma mesma situa??o, ou várias. A partir dela é possível também gerar o emaranhado de vis?es que facilitam a análise e a elabora??o de um feedback justo e construtivo. E este n?o deve ter como base experiências empíricas, mas ciência, metodologia, análise, relatório e retorno.

This is crucial for continuous improvement, customer and employee satisfaction, innovation, and effective decision-making. It helps organizations stay responsive to the needs and expectations of their stakeholders, driving success and growth.

Once feedback is received and analysed, leaders should be transparent with their plans. That builds trust within the team, and encourages members to continue sharing their feedback and input into the process.

Turning feedback into “concrete” action is also the fastest pathway to credibility that breeds trust. But what makes something concrete? Just a couple of examples: 1. Implement change that enables and empowers. Your best performers just want to succeed. Helping them do that will help you retain them by showing that you trust them. They will reciprocate. 2. Communicate direction that is built on clear and consistent logic. If management decisions appear arbitrary, it fosters gamesmanship, distrust, and institutional weakness. Put another way, tell people where the goal posts are, why they are there, and don’t move them (without advance, clear reasoning). Action from listening is far more powerful than talk that is untethered to reality.

These are all solid points. Additionally, ask questions that show you are actively working to understand the situation and the different perspectives involved.

Minha recomenda??o passa pela implementa??o e um sistema estruturado de coleta e análise do feedback que inclua canais de comunica??o acessíveis e an?nimos que promovam um ambiente de confian?a e transparência. Fundamental demonstrar um compromisso genuíno com a a??o, respondendo prontamente às sugest?es e preocupa??es levantadas, e incorporando-as em políticas e práticas organizacionais. A realiza??o de reuni?es regulares para discutir os feedbacks coletados, juntamente com a cria??o de comitês de funcionários para monitorar a implementa??o das mudan?as, refor?a a importancia da ferramenta e incentiva uma cultura de melhoria contínua.

As far as the entire content is concern....I found its quite very helpful and useful not just to improve the working atmosphere but also to enhance working ability as per appropriate working culture.

What I would also consider in asking for feedback is that it comes from multiple parts of the team/business, but also from people who have different levels of seniority and representing different aspects of EDI. For example, having input from colleagues from various ethnic backgrounds, genders, non-neurotypical, class, LGBTQ community (and the list could go on) is important not only because it allows different perspectives and voices to be considered, but also it reflects the diversity of one's stakeholders or customers.