As the management team may not always have a strong sensing of what is happening on the ground, employees’ feedback becomes critical in solving process problems and understanding their satisfaction levels. Below are 3 ways you can start building your feedback channels:

Individual-level Feedback Channels

In addition to having one-on-one feedback sessions, consider anonymous feedback channels to help minimise the employees’ fear of being reprimanded when giving constructive criticism. This can be done by providing feedback boxes or using online survey tools that are open year-round to encourage a continuous flow of suggestions for improvement.

Group-level Feedback Channels

Feedback sessions with a group of employees can help to bring out aspects that might not otherwise arise during individual sessions, such as validating and expanding on one others’ opinions. To help employees feel more comfortable sharing, the discussion can even be done over a simple meal with the team.

Outsourced Feedback Channels

If you have little time to professionalise and implement the process, you can engage a third-party consultant to facilitate it for you. Expanding on the survey results, experienced consultants can help to facilitate Focus Group Discussions so that the team can collectively explore for solutions while having the confidence that they would not be penalised for stating their views.


The above excerpt is our compilation of ideas for business leaders in the areas of people management, leadership, and workplace happiness. 

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