What are the best ways to solicit and incorporate feedback from your team during a change process?

Ensure that your team understands the purpose and goals of the change initiative. A clear vision provides a framework for feedback and aligns everyone towards common objectives.

To effectively solicit and incorporate feedback during a change process, start by setting a clear, bold vision. Ensure every team member understands the ‘why’ behind the changes—this clarity is gold. Create open channels for feedback, making it easy and safe for team members to speak their minds. Actively listen—really listen—to the feedback received, and make it clear that every piece of input is valued hugely. It’s not just about hearing what they say; it’s about integrating their insights to optimize the process, ensuring that everyone is part of shaping the big win.

I believe people can gather and incorporate feedback during change by fostering a culture of openness and psychological safety, ensuring employees feel comfortable sharing ideas. Use multiple channels—like anonymous surveys, one-on-one check-ins, and collaborative forums—and make sure to act on input rapidly, clearly communicating progress regularly. Involving employees through task forces or decision-making committees builds ownership, while continuous feedback loops ensure adaptability throughout the process. When feedback shapes outcomes, teams feel empowered, driving smoother transitions and lasting success.

A clear vision is crucial for leading any change. In my work, I've seen that when everyone knows the goal, it guides and motivates the team through challenges. It's like having a map in a journey; it shows you where you're heading and keeps everyone moving together. As a leader, sharing a vision that connects with your team's values and goals can turn the process of change into a shared adventure, full of purpose and teamwork.

When leading a change,aggressively seek & incorporate team input. Regular Check-Ins:Schedule regular meetings to discuss progress & solicit feedback. Anonymous Surveys:Gather feedback anonymously to promote open communication. 360-Degree Feedback:Encourage feedback from all angles to achieve a comprehensive understanding. Active Listening:Pay close attention & empathise with team members' points of view. Feedback Loops:Create a continuous feedback loop to help refine the change process. Feedback Champions:Identify prominent team members to help foster a feedback culture. Acknowledge & Act:Quickly acknowledge comments & consider incorporating ideas. Feedback is essential for improving change initiatives & establishing team alignment.

To solicit and incorporate feedback professionally during a change process, establish regular feedback channels like Some excellent ways to foster genuine feedback and engagement are anonymous surveys, focus groups, or one-on-one meetings. Document feedback systematically using tools like online surveys, shared documents, or project management platforms. Summarize feedback regularly, categorize common themes, and develop action plans collaboratively with the team. Transparently communicate outcomes and changes based on the feedback received, fostering a culture of continuous improvement and inclusivity.

As a leader in Business Intelligence, I can't stress enough the importance of a clear vision before soliciting feedback. It's like setting the destination in your GPS before hitting the road. Your team needs to know where they're headed and why. By communicating the benefits and addressing concerns upfront, you're paving the way for a smoother journey and reducing the speed bumps of resistance. Remember, change is an opportunity for growth, and with the right vision, your team will be excited to get on board. 🚀 #Leadership #PositiveChange #Vision

1. Keep communication open. 2. Have regular check-ins. 3. Use anonymous surveys. 4. Listen actively. 5. Clarify feedback expectations. 6. Acknowledge and appreciate input. 7. Act on feedback. 8. Provide updates. 9. Offer training and support. 10. Lead by example. These steps foster a culture where team feedback is valued and integrated into the change process effectively.

Um Widerstand gegen Veränderungen zu überwinden, müssen Führungskräfte transformative Ansätze nutzen, die das Team nicht nur aufklären, sondern auch inspirieren. Eine kurze Anekdote könnte die Geschichte einer Führungskraft sein, die durch offene Dialoge und die Einbeziehung des Teams in Entscheidungsprozesse den Wandel erfolgreich gestaltet hat.

Definir y delinear con convicción los objetivos que hemos fijado durante el cambio y una comunicación eficaz contagiará esta visión en el equipo, lo que nos permitirá sumar capital humano con una misma visión, un mismo nivel de convicción, significándose mayor productividad. Luego de tener un equipo comprometido y disciplinado puedo buscar libremente un feedback de cualquiera de ellos, recibiendo insights de primera.

Foster an environment where feedback is encouraged, valued, and safe to express. This can be achieved through transparent communication, recognition of the importance of feedback, and establishing channels for its submission.

I strongly believe all forms feedback should be welcomed. Any form of critic on individuals' feedback will deter open culture and not encourage participation.

In my experience, the best way to solicit and incorporate feedback during a change process is by nurturing a culture where feedback is a regular part of the dialogue. As a leader, it's important to openly invite feedback through simple, direct channels like meetings or surveys, and then visibly act on that feedback. This approach shows the team that their insights are valuable and directly contribute to shaping the change, fostering a sense of ownership and commitment to the process.

To effectively solicit and incorporate feedback during a change, it's important foster a culture of open communication. Encourage team members to share feedback through regular check-ins. It's also important to emphasize that their contributions are crucial for continuous improvement and success of the change process.

You have to have big ears as a leader. Feedback is not only one way, from you to the team, it's also between team members and from the team to you. By listening and making sure everybody understands it is okey to express their opinion (in a constructive and respectful way) you build trust and openness. It is a longterm thing. Silence doesn't necessarily mean there are no opinions, it might also be a sign that people are afraid to speak up.

Eine inklusive Feedback-Kultur erfordert proaktive Bemühungen, um sicherzustellen, dass vielfältige Perspektiven berücksichtigt werden. Ein Reflexionsimpuls könnte sein: 'Wie können wir sicherstellen, dass unser Feedback-Prozess alle Teammitglieder unabhängig von ihrer Rolle, ihrem Hintergrund oder ihrem Standort einbezieht?'

Best ways include: 1) Regular, structured meetings for open discussion, 2) anonymous surveys to capture honest feedback, 3) active listening to understand concerns, and 4) incorporating actionable insights to demonstrate responsiveness and adaptability.

Aqui na Multiplike, adotamos uma política de feedback e recomendações constantes. E acredito que temos acertado nisso. Conseguimos ajustar procedimentos mais rapidamente, resolver conflitos com maior agilidade e tudo isso sem prejudicar qualquer parte, seja cliente ou colaborador. Mantendo essa prática diária, as pessoas compreendem que o feedback é para promover melhorias e não para criticar, o que já está enraizado em nossa cultura. Além disso, incentivamos os colaboradores a analisarem os processos e sugerirem melhorias, pois sabem que o feedback recebido é para implementar mudanças significativas e positivas com base nele.

A positive feedback culture needs to have both candour and kindness. A leader must model behaviours of open & transparent feedback, and also show how this can be done with genuine care for the recipient. To be convincing and authentic when doing this, it's important to develop a good understanding of the team's challenges and goals.

☑️ Create the right environment: Useful feedback won't come without it. 🟢 Stimulate discussion and get the first: Ask questions if you don't get sufficient insights from those around you. 🔶 Remind others how previous feedback was used: Highlighting its impact on processes or strategy can boost both the quality and quantity of feedback.

Employ a diverse range of feedback methods such as one-on-one meetings, group sessions, surveys, online platforms, and informal discussions. This enables comprehensive understanding and capture of different perspectives.

Yes to all - email, townhalls, one on one meetings, hallway conversations, telecasts, etc. Also to be consistent in messaging and repeat often

In virtuellen Teams ist es entscheidend, kreative und vielfältige Feedback-Kanäle zu nutzen, um alle Stimmen einzubeziehen. Ein Handlungsvorschlag könnte die Einführung regelmäßiger virtueller Kaffeepausen sein, in denen Teammitglieder in einem informellen Rahmen Feedback geben können.

Diversify your feedback methods—surveys, one-on-ones, and anonymous channels—to capture a broad range of perspectives. This multi-source approach ensures you get a fuller picture and avoids biases from any single method.

Feedback channels should be both formal and informal, encompassing surveys, polls, and intimate discussions. Active listening is key—constantly attuned to the pulse of the team. Trust is built through consistent responsiveness and demonstrable action based on feedback. Good leaders cultivate an atmosphere where feedback is sought, welcomed, and acted upon, driving continuous improvement.

People learn differently, and they need to engage differently. Some people love a group session, where they can hear from others and consider those perspectives. Some people are afraid to speak up and therefore need surveys. Some people just want one on one time with their manager to hear from them and/or a skip level with the next line leader. It's great to lead through change with all of these avenues activated so that (1) you are maximizing the feedback gained and (2) you are providing avenues for everyone to be heard. That helps build trust and an inclusive culture.

To effectively solicit and incorporate feedback during change, practice active and empathetic listening. Pay close attention to your team's concerns and ideas, affirming their contributions and demonstrating that their insights are essential for successful change implementation.

In my experience, successful change requires truly listening to your team. It's more than hearing words; it's about understanding the feelings and ideas behind them. As a leadership advocate, I've seen that leaders who actively seek and use their team's feedback not only boost engagement but also foster innovation. This approach turns change into an opportunity for growth, ensuring lasting success.

Beyond merely hearing feedback, strive to understand its underlying motives and nuances. Often, the most valuable insights lie beneath the surface. Actively probe, seeking clarity and empathy in every interaction. By grasping the essence of feedback, you lay the groundwork for meaningful responses and constructive progress.

Some of the most insightful feedback a leader can get comes from paying attention to what is said and what is not said, as well as what the team does and what the team doesn't do. Complementing active feedback solicitation with observing team behaviours when not being asked a deliberate question, can reveal powerful insights.

Active and empathetic listening can have a profound impact. As a leader, being receptive and empathetic to criticism and feedback can foster openness and honesty within your team. Avoid being defensive. Cultivate empathy so that you are always prepared to learn and unlearn.

I often like to solicit feedback through surveys where team members have the option to remain anonymous if they wish. I would ask them things like how they feel about the change, how they feel about the way the change is being managed, what they really hope for or desire on the other side of the change, and how they would ideally like to be supported through the process. This allows me to identify any themes or patterns that might be playing out beneath the surface. I’d then set up a time for us to come together as a group, share the themes or issues that have come up, and give people an opportunity to share their thoughts and insights as to how we can incorporate and apply this feedback moving forward.

Gather feedback comprehensively, blending formal and informal sources. Reflect on insights, involving the team in the analysis process. Celebrate achievements, address shortcomings, and recalibrate goals as needed. Embrace feedback as a catalyst for innovation and refinement, fostering a culture of collective problem-solving and continuous advancement.

Don’t just collect feedback—analyse it for trends and actionable insights, then implement changes based on your findings. Communicate how feedback has influenced decisions to show you value their input and drive continuous improvement.

Establish clear milestones and timelines to gauge progress. Regular assessment enables timely course corrections and reallocation of resources. Feedback serves as a compass, guiding towards alignment with objectives and fostering adaptability in pursuit of excellence. Engage the team in this ongoing evaluation, harnessing collective wisdom to uncover unforeseen opportunities and solutions.

Embrace all feedback, even when it challenges preconceptions or requires personal growth. As a leader, courageously confront biases and adapt strategies accordingly. Encourage transparency and resilience, recognizing that supportive environments breed creativity and resilience. When individuals feel empowered and supported, they become architects of their own success, surpassing expectations with ingenuity and determination.

Having a good understanding of the existing culture, whether that of the country you're in or the corporate culture, can heavily influence what strategy to adopt for soliciting feedback or how it is deployed. Typically, in a more western culture, the more direct approaches work better than in a more Asian culture, where you need to spend some time to understand context, e.g. relationship dynamics.

Be open to unlearning. It can be challenging to let go of old beliefs, but unless you're genuinely prepared to embrace change, including the possibility of altering some core beliefs, feedback won't have its intended impact.

Ensure transparency by sharing how feedback has shaped outcomes. Encourage ongoing dialogue by regularly revisiting feedback loops and adapting strategies as needed. Foster a culture where feedback is seen as a tool for growth, not criticism.