How do you gather feedback from diverse employees and stakeholders?

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Feedback is essential for executive leaders to improve their performance, align their vision, and engage their teams. However, gathering feedback from diverse employees and stakeholders can be challenging, especially in a remote or hybrid work environment. How can you ensure that you collect honest, constructive, and representative feedback from different perspectives and backgrounds? Here are some tips to help you:

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Ketul Patel

Bank of England | COO | Digital Transformation and Innovation in Fintech & Financial services | MBA

1 Define your feedback goals

Before you ask for feedback, you need to have a clear idea of what you want to achieve, how you will use it, and who you will share it with. Your feedback goals should be specific, measurable, achievable, relevant, and timely (SMART). For example, you may want to gather feedback on your communication style, your strategic direction, or your diversity and inclusion initiatives. You should also communicate your feedback goals to your employees and stakeholders, so they understand the purpose and value of their input.

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Ketul Patel

Bank of England | COO | Digital Transformation and Innovation in Fintech & Financial services | MBA
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It’s key to define how the feedback will be used. While data points from surveys can be useful, often it’s the second layer where a specific subset of the data can be analysed further that provides the most benefit. However these colleagues need to be open to providing more depth in their answers where second line feedback is qualitative rather than quantitative. In order to ensure trust and help focus responses, the survey needs to steer colleagues towards issues uncovered in the data rich first line responses.

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2 Choose your feedback methods

Depending on your feedback goals, you may use different methods to collect feedback from diverse employees and stakeholders. For example, you may use surveys, interviews, focus groups, 360-degree feedback, or online platforms. You should consider the advantages and disadvantages of each method, such as the level of anonymity, interaction, detail, and response rate. You should also ensure that your feedback methods are accessible, inclusive, and culturally appropriate for your audience.

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Ketul Patel

Bank of England | COO | Digital Transformation and Innovation in Fintech & Financial services | MBA
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When discussing sensitive topics such as diversity or inclusion it’s important to provide colleagues with a layer of anonymity should they need it. This may lead to more candid responses and often more detail in painting a richer picture of the issues faced. A twist on traditional 360 feedback is second line feedback where managers hold responsibility for the responses of their staff, which are then kept anonymous from the executive level. While this may be difficult to achieve in smaller organisations, it has the added benefit of accountability for positive actions resulting from the feedback. Discussion is valuable but we need more levers for change following large scale employee surveys. The above is one example of how this could work.

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3 Ask open-ended and specific questions

The quality of your feedback depends largely on the quality of your questions. You should avoid asking yes-or-no questions, leading questions, or vague questions that may elicit biased or unhelpful responses. Instead, you should ask open-ended and specific questions that encourage your employees and stakeholders to share their opinions, experiences, and suggestions. For example, you may ask: "What do you think are the strengths and weaknesses of our current strategy?" or "How do you feel about our diversity and inclusion efforts?"

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4 Listen actively and respectfully

Once you receive feedback from diverse employees and stakeholders, you should listen actively and respectfully to their views. You should avoid interrupting, judging, or defending yourself, and instead focus on understanding and acknowledging their perspectives. You should also ask clarifying or follow-up questions, paraphrase or summarize what you heard, and express your appreciation and gratitude. Listening actively and respectfully shows that you value and respect the diversity of your employees and stakeholders.

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5 Analyze and act on the feedback

After you gather feedback from diverse employees and stakeholders, you should analyze and act on it. You should look for common themes, patterns, gaps, or opportunities in the feedback, and compare it with your feedback goals and expectations. You should also identify the areas where you need to improve, change, or maintain your performance, behavior, or strategy. You should then create an action plan with SMART objectives, timelines, and measures, and communicate it to your employees and stakeholders. Acting on the feedback shows that you are committed and accountable to your improvement and growth.

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6 Seek continuous feedback

Finally, you should seek continuous feedback from diverse employees and stakeholders, not just once in a while. You should make feedback a regular and ongoing part of your executive leadership practice, and create a culture of feedback in your organization. You should also monitor and evaluate your progress and results, and adjust your action plan as needed. Seeking continuous feedback helps you to stay connected, responsive, and adaptive to the needs and expectations of your diverse employees and stakeholders.

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Ketul Patel

Bank of England | COO | Digital Transformation and Innovation in Fintech & Financial services | MBA
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Continuous feedback is becoming increasingly difficult as employees work more remotely and on work streams which have matrix management with stakeholders from different areas of the business. As silos are disbanded in favour of a more collaborative workplace, continuous feedback needs to allow for shorter, wider reaching feedback, more often. Technology can play a part providing blog style ledgers for all managers, stakeholders and colleagues to be able to provide feedback at any time, providing transparency and parity for those working on high profile single output long term projects and those on complex multifaceted work streams.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you gather feedback from diverse employees and stakeholders?

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1 Define your feedback goals

2 Choose your feedback methods

3 Ask open-ended and specific questions

4 Listen actively and respectfully

5 Analyze and act on the feedback

6 Seek continuous feedback

7 Here’s what else to consider

Executive Leadership

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