Best ways to ask your employees for feedback and how to improve after it

Leadership Recruitment

One of a manager’s key strengths is great leadership, which comes in many different forms. Being able to ask for and implement feedback is a vital skill that leadership recruitment looks for in managerial positions.

Employee feedback is the key to creating a greater employee experience that allows you to retain your team and keep them working at their best. Who better advise you on improving the employee experience and preventing workers from abandoning ship than your own employees?

The importance of feedback in the process of growth and development cannot be underestimated. It’s simpler for managers to recognise strengths and places for improvement when they continually listen to their employees and make real-time modifications that significantly impact their teams.

However, receiving valuable and honest criticism isn’t always simple or easy. Here are our ideas on the best ways to improve employee feedback.

1. Show Genuine Interest

Creating an open and honest communication culture is the best method to gather genuine feedback from your staff.

To begin, demonstrate real concern about how your employees are doing, what’s bothering them, and how you might assist them. Inquire about your employees’ feelings regarding their working environment, workload, and productivity.

When enquiring about an employee’s assignment, for example, you may ask:

How is your project progressing?

How are things going for you?

What’s keeping you from achieving your objective?

What do you require to achieve your objective?

Consider a period when you were really productive: What variables affected this output level? What obstacles stand in the way?

2. Stay interviews

Stay interviews are an excellent approach to getting feedback from your top performers in order to improve their retention. As a manager, you should sit down with your employees to find out what they enjoy and dislike about their positions, what keeps them in your organisation, and what might tempt them to consider other options.

The information gathered during these interviews may be utilised to develop “stay plans” for your best achievers. They should discuss training and advancement prospects and any other comments received. For example, a top performer who expresses an interest in working from home may provide a work from home option, even if just for a few days a week. This request can then potentially be implemented company-wide.

3. Pay Attention to Non-Verbals

When you’re speaking with your team, look around the room. Do you see someone with a sad expression on their face? Averting one’s gazes? Faces that are pressed together? Such emotions may be justified in some situations, such as when you share terrible news or when an employee makes a serious mistake, and you call them out on it. If you witness body language or nonverbal expressions that indicate distrust or irritation frequently, you may have an issue on your hands, and you should investigate more.

Again, you must ask pertinent questions at the appropriate and right time. For example, you may approach an employee one-on-one and say, “When I introduced the new project assignments, I sensed a bit of tension.” Obviously, I was expecting a different response. Perhaps I overlooked anything in my preparations for this project. Can you fill me in?”

This communicates to your employee that you are aware of their dissatisfaction and allows them to educate you. Whether you feel your employee’s dissatisfaction is justified, it’s better to understand why it’s growing rather than disregard or misunderstand it. You can’t effectively deal with what you don’t comprehend.


Employment feedback is essential for creating a great employee experience and increasing retention. Make use of as many of these resources as you can to ensure that your employee feedback is thorough—and then act on it.

Employees who believe their boss responds to their comments are four times more likely to stay with the company than those who believe their criticism has no impact.

In today’s competitive talent market, employee feedback may help you enhance retention—but only if you utilise it to improve your environment.

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