People & culture · Playbook
Close the loop on employee feedback
By FleetVerity · Published · 1 min read
A survey response is the beginning of the feedback process. Employees should be able to see how a concern was considered, without exposing the person who raised it.
Make the purpose clear
Explain who can see the responses, how the results are used, and the limits of anonymity. Do not promise anonymity you cannot provide — especially for small groups.
Turn themes into work someone owns
Group recurring themes carefully, keep the original meaning, and assign a manager to each. Do not treat sentiment as a diagnosis, or as a reason for an automatic employment decision.
Share a concrete response
Use three short fields: “You said,” “We did,” and “What happens next.” Say so when the team is still looking into something, or cannot make the change that was asked for.
Check back
Give employees a way to say whether the change helped. Track what was implemented and what people said about it separately: publishing an update does not prove the underlying issue was solved.
General management guidance. Adapt it to your company's approved procedures, and keep decisions that need judgment with authorized people.