Most managers know the value of getting honest employee feedback on their own performance and the organization. A Gallup study showed that managers who received feedback on their strengths saw an 8.9% increase in profitability.

The real challenge is to ensure that the employee feedback you’re getting is honest. Typically, employees hesitate to share critical feedback out of fear of an adverse reaction. Creating a company culture of trust and transparency where all types of constructive feedback are encouraged is key to overcoming this fear.

What is Employee Feedback?

Employee feedback is the process where employees share their thoughts, experiences, and suggestions about their roles or workplace. It’s critical for communication within organizations, especially considering that about 41% of employees have left a job because they felt unheard.

Employee feedback can be formal or informal, taking place during annual reviews, team meetings, or one-on-one conversations with managers. However, for the best results, it should go beyond traditional methods. Modern tools like pulse surveys, anonymous chats, and open-ended questions can create an open environment where employees feel more comfortable speaking their minds.

9 Effective Ways to Get Honest Employee Feedback

A few simple strategies can really change the game with how your organization perceives and delivers feedback:

1. Ensure Anonymity

Employees are typically hesitant to provide constructive feedback for fear of repercussions. To ensure anonymity, use internet surveys or external contractors to conduct focus groups. Even low-tech solutions, such as idea boxes or confidential team whiteboards, might encourage employees to contribute more freely.

2. Host Leader Lunches

One firm found success by having division executives host monthly luncheons for small groups of employees. The conversations were kept confidential, and the leader’s purpose was to listen and learn something new about the company’s morale. The leader’s duty was simple: listen, ask clarifying questions, and congratulate staff for their contributions.

3. Build Trust

Employees frequently have excellent ideas for increasing efficiency, but without trust, they will not share them. To promote openness, have a third party gather feedback, demonstrate that changes are done based on input, and maintain anonymity. Over time, this creates trust and more candid feedback.

4. Be Vulnerable

Surveys can only capture so much useful feedback. A more tailored approach tinged with mindful emotional intelligence is best. Begin by sharing your personal strengths and weaknesses with your teammates. It is not about self-criticism, but rather humility and receptivity. By sharing your own areas for improvement, you may encourage employees to be more forthcoming about their own.

5. Focus on Problem Solving

Try structuring feedback sessions around solutions, not complaints. The approach is to engage employees in identifying their top three challenges and propose solutions. This approach switches the focus from simply reporting problems to creating practical solutions, which they truly believe in.

6. Promote Transparency

Honesty breeds honesty. It’s really that simple. Be clear about the feedback you’re looking for and encourage employees to think about solutions as they share their thoughts. You can do this by letting them know why their input is important and how it will be used to make positive changes and actionable changes.

7. Follow Through on Employee Feedback

If employees feel like their feedback is being provided to the organization in vain, they’ll stop providing it. So, following through is key. You should acknowledge the feedback, communicate decisions made as a result of that feedback, and explain the reasoning behind them, even if it’s not what employees suggested. This ensures they feel heard and respected.

8. Let Employees Take the Lead

Hand over some control to your employees by letting them design and manage their feedback surveys with the approval of HR. Trusting them to create the questions instills ownership and encourages more genuine input. This process can build a deeper sense of responsibility toward the company’s future and is mutually beneficial to the employee and the organization.

9. Create an Open-Door Culture

Traditional feedback channels are fine, but they can be restrictive. Leaders who cultivate an open-door culture make it easier for employees to approach them anytime with feedback. Regular lunches with the boss, team retreats, or casual family days can help build a sense of openness and trust that leads to more honest conversations.

Ready to start your honest employee feedback journey?

Building a feedback-rich culture takes time, but by using a productivity and gamification app you can shorten this trial. Book a free demo of nGage today and find out for yourself!