How can you effectively solicit feedback from employees during and after change?

1 Choose the right methods

Depending on the type and scale of change, you may need to use different methods to solicit feedback from employees. Some common methods include surveys, interviews, focus groups, suggestion boxes, and online platforms. You should consider the advantages and disadvantages of each method, as well as the resources and time available, before choosing the most suitable one. For example, surveys can reach a large number of employees quickly and anonymously, but they may not capture the depth and nuances of their opinions. Interviews and focus groups can provide more detailed and qualitative feedback, but they may require more time and effort to conduct and analyze.

2 Ask the right questions

The quality of feedback is heavily determined by the quality of questions asked. To ensure the best results, questions should be clear, specific, relevant, and open-ended. Avoid leading, biased, or vague questions that could influence or confuse respondents. Additionally, make sure your questions are aligned with the goals and objectives of the change initiative as well as the feedback criteria and indicators to be measured. For example, you could ask: How do you feel about the change and why? What are the benefits and challenges of the change for you and your team? How well do you understand the purpose and process of the change? How well do you think the change is communicated and implemented? What support or resources do you need to adapt to the change? And what suggestions or recommendations do you have to improve the change?

3 Create a safe and positive environment

One of the biggest barriers to soliciting feedback from employees is fear. Employees may be afraid to share their honest opinions or concerns, especially if they are negative or critical, for fear of being judged, ignored, or punished. Therefore, you should create a safe and positive environment where employees feel comfortable and encouraged to give feedback. You should communicate the purpose and value of feedback, and assure employees that their feedback is confidential and anonymous if possible. You should also express your appreciation and recognition for their feedback, and avoid being defensive or dismissive of their views. You should also model openness and transparency by sharing your own feedback and experiences with change.

4 Act on the feedback

Soliciting feedback from employees is not enough; you also need to act on it. Acting on feedback means analyzing the feedback data, identifying the key themes and insights, and using them to inform your decisions and actions. You should also communicate the feedback results and actions to your employees, and explain how their feedback has influenced or improved the change process or outcome. Acting on feedback shows your employees that you value and respect their input, and that you are committed to making the change work for them. It also helps you to monitor and evaluate the progress and impact of the change, and to make adjustments or corrections if needed.

5 Follow up on the feedback

Finally, you should follow up on the feedback you receive from employees, and solicit feedback again at different stages of the change. Following up on feedback means checking in with your employees, and asking them how they are doing, what has changed, and what they need. It also means asking them for their feedback on the actions you have taken based on their previous feedback, and whether they have noticed any improvements or challenges. Following up on feedback helps you to maintain a continuous dialogue and relationship with your employees, and to ensure that they are satisfied and engaged with the change. It also helps you to identify and address any new or emerging issues or opportunities related to the change.

6 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?