What are effective ways to engage stakeholders who are hesitant to provide feedback?

To effectively engage stakeholders to provide feedback, it's important to create a safe and open environment where their opinions are valued. You can also offer anonymity if needed. It's also helpful to offer multiple channels for feedback (e.g., an informal coffee, one-on-one meetings, anonymous survey) to accommodate different preferences and comfort levels. Finally, ensuring you take their feedback on a regular basis instead of a one-off and explaining how their feedback will contribute to organizational or project goals is crucial.

Empathy, empathy, empathy. Approach the situation with curiosity and try to understand where the person is coming from. There may be a valid reason for their concern and hesitation that may require you to change your approach. Validate their concerns before pressing forward.

Build trust with your stakeholders by clearly communicating the purpose of seeking their feedback and how it will be used. Meet one on one and allow them to express their concerns and share their thoughts privately without the pressure of a group setting, Lastly, thank and recognize those who share their thoughts and let them know their contributions are important and appreciated.

Provide options. It helps to have more than one way to provide input -- so offering choices that include written and oral, anonymous and not, group and individual etc. can help people 'choose their own adventure' and it makes it harder to opt out.

To encourage stakeholders to provide feedback, it is important to first identify and analyze the root cause of their reluctance. Let all parties know the benefits of feedback and create a welcoming and trustworthy environment that puts stakeholders at ease. It may be helpful to explain how their feedback contributes to the success of the program and provide examples. If needed, offer the option for anonymous feedback to promote honesty. Once feedback is received, acknowledge it and follow up with any actions taken based on the feedback. This will encourage all stakeholders to continue participating in the feedback process.

In my opinion you need to explain them the purpose for asking for feedback, how critical their feedback is and how it would help in a positive way. That might change their perspective and you might get a great Feeback.

Engaging hesitant stakeholders in providing feedback during project management involves building trust, creating a safe space for expression, and demonstrating the value of their input. Start by actively listening to their concerns, addressing any apprehensions, and emphasizing the importance of their perspective. Provide multiple channels for feedback, such as one-on-one meetings, anonymous surveys, or group discussions, to accommodate different communication styles. Offer incentives or recognition for participation to encourage involvement and foster a culture of openness and collaboration.

To engage such stakeholders, create a safe and anonymous feedback channel, use targeted surveys, conduct one-on-one interviews, emphasize the value of their input, and assure confidentiality to encourage open communication. Encourage stakeholders by fostering transparent & inclusive environment, addressing concerns proactively, showcasing the impact of their feedback on project success, and implementing a structured feedback process that ensures anonymity if needed. 1. Foster open communication. 2. Proactive Addressing 3. Show how there feedback shapes project success. 4. Implement a clear and simple feedback system. 5. Keep stakeholders informed consistently. 6. Trust Building 7. Ensure a safe space for feedback, if needed.

In my experience, empowering the stakeholders and making them a part of the process often helps to gain their trust and nudge them to respond. Publicly acknowledging their contribution to the project also increases the chance of getting their support in future assignments. Thirdly, having a virtual or face-to-face meeting with them to explain the context (instead of just an email) and giving them ample time to respond increases the chance of getting a positive response significantly.

1. As PMs, we need to leave the chair, meet & greet people (Team Members/Stakeholders, if in the same premise) 2. Have crisp video chats of not more than 15 minutes (the first can be without agenda and even shorter) 3. It is VERY IMPORTANT to remember and address each one by 1st name (it shows we care) Steps 1. 2. & 3. are needed to build the trust and connect. To identify and build the Power-Interest Matrix of Stakeholders 4. We need to have closed-door chats to empathize and understand the reasons for reluctance, specially with stakeholders with high power & high interest. 5. We need to make notes and share a 1-1 email to document such catch-ups, to follow-up, if & as needed, as per RACI matrix and timelines.

To cater to different tastes and comfort levels, it's a good idea to provide many feedback channels. For example, although some stakeholders may prefer anonymous survey responses or suggestion boxes, others may be more comfortable with face-to-face meetings or focus groups. Stakeholders are more likely to participate and offer their opinions when given a choice of feedback channels; this allows them to express themselves in a way that is most comfortable for them. Stakeholder buy-in and deeper insights are the results of this inclusive approach's promotion of transparency and increased engagement in the feedback process.

Clarify how their feedback directly influences program effectiveness, efficiency, and overall impact, leading to tangible improvements. Demonstrate how their input contributes to better decision-making processes that benefit all involved parties. Stress that their feedback fosters a sense of ownership and increases their engagement with the program, fostering a collaborative environment.

Proof is always in the pudding! By illustrating enhancements the specific client appreciates, which were the result of client feedback, you send a clear message that you take feedback serious and make it actionable. This not only sparks ideas on what new feedback could be provided, but creates an atmosphere supportive of open and honest communication.

Improve communication by tailoring messages, utilizing multiple channels, securing leadership support, providing regular updates, offering diverse feedback options, delivering training and resources, ensuring transparency, and acknowledging successes. This comprehensive approach encourages stakeholder engagement, fostering a culture of collaboration and feedback that benefits the program and all involved parties.

Share success stories of how feedback led to positive changes. Try to make it feel less like a chore and more like a VIP moment. Customers who share candid feedback, good or bad, are definitely VIPs, they engage because they care about the outcome.

Understanding the root of the sentiment is key. What has been there experience with feedback in the past? How has that shaped their perception? Offering opportunities for feedback that take a short time may help. Ask 2 questions during a stakeholder session to get qualitative insights, show how their feedback impacted new changes and build from there.

I have been involved in projects in the past where there is no benefit to the stakeholder such as reorgs or automation projects which may eliminate roles. Before attempting to engage ensure you understand the goal and how it may impact each stakeholder.

Effectively engaging stakeholders reluctant to provide feedback involves communicating the tangible benefits of their involvement. Articulating how their input directly contributes to program enhancement and goal attainment is crucial. Emphasizing how feedback enhances outcomes for both stakeholders and their organizations instills a sense of purpose and mutual benefit. Expressing gratitude for their contributions reinforces their importance in the process. Additionally, sharing concrete examples and success stories showcasing the impact of feedback bolsters confidence in its efficacy. Communicating the value proposition, stakeholders are motivated to actively participate, fostering a culture of collaboration and continuous improvement.

Sometimes, stakeholders might think that there is no impact of their feedback or may be it could affect their business relations, that's why, they might resist it. So, it is beneficial to motivate them to share their feedback by communicating it's benefits to them, like : 1. It's positive impact on business or process improvements. 2. Incentive or reward policy offered by the company for the valuable feedbacks. 3. Sharing previous examples about how the feedbacks helped improve process that benefited organization. Etc...

Tap into their expertise subtly. Pose specific questions that highlight their knowledge, making them feel valued. Create a feedback-friendly environment by emphasizing improvement, not criticism. Leverage technology like anonymous surveys for candid input. Show quick wins from previous feedback to build trust. Host informal sessions, like virtual coffee chats, to foster open communication. Ultimately, make feedback less about compliance, more about collaboration.

In professional practice, providing examples or templates can be highly beneficial. Based on my experience, subject matter experts (SMEs) typically prefer not to start from scratch. Offering them examples or suggested responses can facilitate their input and initiate the process. For surveys, providing predefined selections alongside blank spaces can be advantageous. In interviews, focus groups, and workshops, utilizing examples of previous feedback or similar insights can help initiate discussions. This approach not only saves time but also recognizes the value of time, a precious commodity in today’s fast-paced environment.

Streamlining the feedback process is essential for engaging hesitant stakeholders. Simplifying and optimizing feedback collection methods is paramount. Employing diverse tools like surveys, interviews, or workshops caters to varied preferences. Clear instructions and guidelines streamline the feedback process, minimizing ambiguity. Offering flexible channels, whether online, offline, or hybrid, ensures accessibility. Tailoring scheduling to accommodate stakeholders' availability enhances participation. Implementing reminders and follow-ups reinforces engagement and completion. By prioritizing ease and convenience, barriers to feedback provision are mitigated, fostering a conducive environment for stakeholder involvement and collaboration.

This is your #2 priority behind making it a safe environment for people to share. Folx are busy. Some don’t check email often, some rarely look at IMs, etc. You have to give them everything they would need to make an informed choice and you need to do it with the minimum of clicks. This includes context, FAQs, and most importantly a clear request of what you’re seeking. This also applies to setting up 1:1 and group interviews. Meet your stakeholders where THEY are. Make it appealing to provide their perspective.

To make participation in providing feedback easier, it's essential to tailor the approach based on objectives. When using questionnaires, prioritize short and specific questions, avoiding excessive open-ended ones. For deeper insights, consider interviews or workshops. When gathering sensitive feedback, create a safe environment and ensure anonymity if needed. Lastly, make it a bit fun and don't be too formal.

Organize specific feedback sessions to discuss the importance of input and address any hesitations directly. Foster an environment where participants feel comfortable expressing their opinions. Emphasize that all feedback, positive or negative, is valued and will contribute to improvement.

One thing I have realised is that the world(the people in it) has become so busy that getting people to go out of their way to provide feedback most times could be difficult, so you want to think of the easiest method you can apply to capture the most important information, next you make them understand how important their feedback is to the entire program/process.

- I would say build a reputation around openness to feedback and positive results from feedback received. - Having this as a backdrop should at least let the stakeholder know their feedback is valuable to you. - Any other hesitancy in providing feedback needs to be understood in order to have a safe, open and honest conversation.

Let them know it’s easy and important, then actually make it easy. Then be sure to thank them but don’t require more of them right away.

Think of the right platform to get feedback, instead of, kind of, imposing it on them. Ask to stakeholders about their viewpoint on how they want to share feedback. Open informal discussions, running survey that lasts for few days, using a pointer rather than text feedbacks could make it more convenient. Also, ensuring of anonymity in case of sensitive topics also might encourage them to speak up.

Giving reluctant stakeholders something to gain from providing input is another way to get them involved. Public acknowledgement, certificates of gratitude, or exclusive access to program updates or events are all examples of recognition or incentive programs that might be offered in exchange for useful contributions. Motivate stakeholders to participate and show how much you respect their input by emphasising the advantages they may get from offering feedback, such chances for professional growth or networking. This method fosters a culture of feedback and involvement among the stakeholder community, which in turn encourages hesitant stakeholders to participate.

Stakeholders must be part of the team in order for any project to be successful. It is important to build trust with stakeholders. It takes time, 2 way communication and consistent & respectful honesty to build that trust. Inclusion in decision making and risk management reviews is a great way to keep that connection with stakeholders running smoothly. This also further develops trust.

Always introduce yourself and describe what makes you qualified to engage. What is your experience relative to the initiative? When engaging, listen, replay and reframe what you've gathered, ensure you fully understand what the person is telling you.

Engaging stakeholders who are hesitant to provide feedback requires a thoughtful approach that builds trust and demonstrates the value of their input. Here are some effective strategies: - Create a Safe Environment: Ensure stakeholders feel safe and comfortable sharing their opinions. Assure their feedback is valued and will be used constructively. - Build Relationships: Understand stakeholders concerns, motivations, and communication preferences. Establishing rapport can encourage openness. - Provide Multiple Channels: Offer various channels for feedback, such as in-person meetings, anonymous surveys, suggestion boxes, or online forums. This allows stakeholders to choose the method they feel most comfortable with.

Communicate how their input directly contributes to program improvement and effectiveness. Be honest about the imperfections of the program and emphasize the importance of feedback for continuous growth. Offer options for anonymous or confidential feedback to encourage honest input without fear of repercussion.

Encouraging team members to provide feedback can be facilitated through various approaches. First and foremost, leaders should lead by example by actively seeking and welcoming input from team members, demonstrating that feedback is valued and appreciated. Providing multiple channels for feedback, such as anonymous suggestion boxes, one-on-one meetings, or group brainstorming sessions, allows individuals to choose the method they feel most comfortable with. Creating a culture of psychological safety, where team members feel empowered to speak up without fear of repercussion, is paramount. Additionally, offering specific prompts or questions can help stimulate discussions and guide feedback.

Engaging hesitant stakeholders first requires you to understand the hesitation and honor the hesitancy. There are a plethora of reasons why the hesitancy is there. One of the steps in doing that is to establish a place where the participant feels confident that their concerns will be addressed and responded to appropriately. Also, tying the initiative to the stakeholders initiatives/KPI may help as well.

What frustrated me and continues to, is elitism and the lack of intelligence of senior leadership to appreciate their executive assistant knows more than they do but are silenced. I also feel that kindness is missing in the workplace and we have problematic terminology i.e. national vs expatriate staff in NGO sector, "professional services" in academia. We're all colleagues and it doesn't need to be complex. I am guilty of this myself. Someone once spoke about the importance of teamwork i.e external & internal stakeholders. I only got it once I reflected for a week and remembered attending a lecture or listening to 📻 radio four about Kropotkin and mutual aid 🐕

The AI has clearly failed to take into account that in many cases, people may require for legitimate reasons an assurance of non-attribution, complete anonymity, and sometimes greater incentive than a generic value proposition of “project benefit.” In an ideal world, altruism always is rewarded with safety and respect. In *our* world, it is frequently true that no good deed goes unpunished. It absolutely must be psychologically safe, physically safe, and financially safe for most people to be convinced to provide feedback when they are already hesitant for some reason.

Consistent, transparent communication establishes a platform for mutual understanding and cooperation. Actively listening to stakeholders' perspectives and valuing their input cultivates a sense of belonging and respect. Demonstrating empathy towards their concerns and experiences nurtures a supportive environment conducive to open dialogue. Addressing any conflicts or issues promptly reinforces reliability and commitment to their interests. Encouraging questions and ideas fosters a culture of inclusivity and collaboration. By prioritizing trust and rapport, a positive and enduring relationship is cultivated, laying the groundwork for meaningful stakeholder engagement and sustained program success.

While you communicate the benefits to convince your stakeholders to give feedback, it is just as important to communicate the outcomes to ensure they provide feedback in the future. Show them how you've used their input (and the improvements it has brought) to keep them engaged and build trust. Follow up is essential, communication is key - as always.

One reason to withhold feedback is fear of words being taken out of context and later repeated in other settings creating unforeseen and unwanted effects, results, repercussions. Be very clear exactly what the feedback is going to be used for, how it is presented and who accesses it. If confidentiality is to be maintained, this cannot be breached.

Making it fun to engage the process will attract both stakeholders who find it tedious and difficult as well as the ones that are committed to following the process. Most times a mix of tools does the magic. Audio-visuals and most recently infographics has dominated the feedback mechanism landscape but more can be done with stories and possibly games and other exciting tools and modules designed for different target stakeholders as identified.

Clarify Ambiguities: If certain feedback points are unclear or require more context, seek clarification to ensure a thorough understanding. This helps in avoiding misinterpretation. Express Impact: Share how the received feedback has influenced your perspective or decision-making. This demonstrates that the feedback was meaningful and had a positive effect.

Regularly acknowledging and acting upon the feedback received reinforces the importance of sharing insights and demonstrates that it leads to tangible improvements. By implementing these strategies, organizations can foster an environment where team members feel encouraged and empowered to contribute their valuable feedback.

Analyzing and synthesizing their input showcases attentiveness to their perspectives. Sharing outcomes and resultant actions communicates transparency and accountability in response to their contributions. Highlighting the influence of their feedback on program evolution reinforces the significance of their input. Expressing gratitude for their involvement fosters appreciation and recognition of their contributions. Inviting suggestions for future improvements empowers stakeholders and reinforces their agency in shaping the program's trajectory. By closing the feedback loop, stakeholders perceive the tangible impact of their input, fostering a sense of ownership and commitment to ongoing engagement.

I've always found that communicating WIIFT (What's in it for them) leads to good rapport and relationship building. If the stakeholder knows how their feedback will be used and how any changes made as a result of that feedback will benefit them in their role, they are more likely to participate.

After collecting feedback, it is very important to filter constructive feedback from the rest and work towards implementing the feedback. Once stakeholders start seeing their feedback implemented, it will start building trust giving reluctant stakeholders a chance to be candid going forward.

Being able to summarise and analyse feedback is an art. Taking the time to listen, create a psychologically safe way to collect the feedback and then converting it into tangible action plans will build trust. Closing the feedback loop is critical, ensuring all respondents/stakeholders are aware of changes being made in response to feedback is the way to go!

Ask pointed questions. Sometimes, stakeholders may hesitate to share feedback when there is a blank slate. However, asking pointed, leading questions may help facilitate an engaging feedback loop. Active listening also plays a vital role in being able to discern when feedback is being shared (even by the seemingly reluctant stakeholders). This is more so because stakeholders tend to share tidbits of feedback throughout the lifecycle of a project even when they do not intend to. Treat every touchpoint as a feedback opportunity and you can use info gathered at such touchpoints to inform the leading questions you ask when seeking feedback.

Market Changes All businesses face changes in markets that are caused by external or internal forces - making sure that stakeholders understand those changes is paramount to understanding the business construct

One thing I've found helpful is to provide examples of feedback from other programs. Share a few examples of how the feedback was used as well. This helps everyone get comfortable with the idea of the impact of their feedback, and it can level-set the concept of how a person's stakeholder "level" influences change vs. the other stakeholders who are also providing feedback. I like to use feedback as an equalizer, as brilliant suggestions could come from anyone and negativity does not mean the downfall of a program (on its own). Helping folks understand how feedback will be collected and used from a neutral perspective will help them feel more comfortable about what they should provide and what will happen with their inputs to the process.

Transparent and frequent feedback sharing happens when there is trust created among the team members. Building trust creates an environment to have a dialog on feedback. While building trust takes time, an informal connect with team members helps in breaking the ice and expediting trust creation.

Several factors might contribute to stakeholder's reluctance to provide feedback, such as previous feedback not being acted upon, a culture of fear surrounding feedback delivery, lack of clarity on the actions taken post-feedback, or the feedback process being overly complex and time-consuming. Identifying and addressing these concerns can guide us in formulating improved strategies for more effectively engaging the stakeholders.

1. Build Trust: Establish rapport to make stakeholders comfortable sharing feedback. 2. Personalize Communication: Tailor interactions to each stakeholder's preferences 3. Safe Environment: Assure stakeholders their feedback is confidential and valued. 4. Simplify Feedback Process: Use easy tools and clear questions. 5. Explain Importance: Communicate how their input impacts the project. 6. Regular Engagement: Ask for feedback throughout the project, not just at the end. 7. Acknowledge and Act: Show that feedback is taken seriously and acted upon. These strategies encourage hesitant stakeholders to provide valuable feedback in a comfortable and respectful manner.

Looking to Arts Based Research as a vehicle for getting feedback from reluctant stakeholders. Use collaborative creative processes where all the stakeholders, reluctant or not, can safely and without judgement contribute to say a large collage that will visually illustrate the groups feedback. From here we can use appreciative inquiry to allow everyone to verbally articulate what emerged in the creation of the collage.

Es ist meiner Ansicht nach wichtig, das Feedback nach den unterschiedlichen Stakeholder Gruppen auszuwerten. Wer zum Beispiel direkt und ggf negativ betroffen ist von einem Programm gibt ein anderes Feedback, als jemand mit einer anderen Perspektive. Auch ein Nicht-Feedback ist ein Feedback. So wie nicht wählen zu gehen. Allerdings ist für diese Gruppe die Botschaft wichtig: Wer kein Feedback gibt, gestaltet auch nicht mit.