Closing the listening Loop: How to act on your team’s feedback
Your company's engagement survey just launched. While you're encouraging your team to participate, they may be wondering: What happened with the last survey? or Why give feedback again if nothing meaningfully changes?
Surveys can be valuable tools for understanding your team’s experience, giving everyone a space to safely share anonymous feedback. But like any people program, employee listening only works when insights inform decisions and employees feel heard. The most crucial step for leaders often slips through the cracks: turning feedback into action.
A Microsoft study found that only one-third of managers created action plans. Without follow-through, surveys become another box-checking exercise—not a real driver of change.
From my experience working with business leaders, here are three strategies:
Find the right insights. Identify patterns, compare against benchmarks, and look for areas that most influence engagement. Use context (like organizational changes) and participation rates to interpret results fairly and constructively.
Involve the right people. Discuss strengths and opportunities with your team and decide together on a priority. Involving others increases fairness and buy-in, and HR partners can help shape safe, productive conversations.
Commit to one action tied to business goals. Choose one meaningful, realistic action that aligns with your team’s and company’s priorities. Build accountability into your systems and follow up regularly to track progress and celebrate wins.
Consistent follow-through builds trust and momentum over time. Research shows that managers who acted on feedback once were more likely to do so again the next year.
👉 Read the full LinkedIn article here.
