Employee Feedback During Times of Change: Should You Ask?

There Are Different Philosophies About If You Should Ask For Employee Feedback During Times of Change
With all of the organizational disruption these days, we are frequently asked if a company should ask for employee feedback during times of change? (e.g., layoffs, restructurings, mergers, acquisitions, changes in leadership, shifts in go-to-market strategies) 

And the short answer is: Yes.

The only exception is if your organization is unwilling or unable to take meaningful actions based upon employee feedback; inaction sends a negative message and creates 12 times greater levels of employee disengagement.

Though it may seem a bit risky to ask what employees think during challenging times, project postmortem research says that, on the contrary:

• Employees appreciate the opportunity to share their views with the leadership. 
• Employees feel more engaged when their opinion counts at work.

Benefits of Feedback During Times of Change

Change management consulting experts understand that the internal and external turbulence experienced by leaders and employees can make work feel challenging. Organizational change is rarely easy, and some change resistance is to be expected. Yet, when leaders actively solicit honest, timely feedback from employees — and respond thoughtfully and meaningfully — they can:

• Reduce resistance to change.
• Clarify strategic intentions.
• Build leadership trust. 

Both employees and leaders gain valuable insights through this employee feedback process. Data from change management simulations show that there are compelling reasons for leaders to engage employees in dialogue during times of uncertainty — not only to smooth the path of change but also to reinforce learning and resilience across the organization.

Employees tell us that they:

• Appreciate that Leaders Value Their Opinions
  Whether the organizational change was internally or externally generated, employees appreciate their leaders’ willingness to hear what they think. In fact, the survey itself can inspire more employee engagement and employee resilience.
  
• Welcome the Opportunity to Share Their Thoughts
  Employees can ask for what they need whether it’s more resources, more flexibility, more opportunities to grow their career. They have a voice in the organization’s future and how they want to contribute to its success.

Leaders tell us that they:

• Can Help Explain and Guide the Change
  As long as they respond with empathy, honesty, and transparency, leaders can put the desired organizational changes in context and help employees adjust emotionally, draw meaning from the change, and better understand the implications for the future. Employees want more workplace transparency and leadership guidance to make sense of what is going on.
• Can Avoid Serious Misunderstandings
  By hearing directly from employees across the board, leaders can coach through the “mucky” stages of change and be ready to intervene as needed. By inviting employee involvement through interviews, surveys, focus groups, working sessions, and open forums, leaders can answer the questions they hear and reduce those that are whispered behind the scenes. Change should be done “with” people, not “at” them.

The Bottom Line
Feedback that is openly sought by leaders and safely expressed by employees can be invaluable in building trust in an organization. And especially during times of crisis, feedback can help galvanize the workforce toward a more aligned, healthy future.  If you are willing to act, do not be afraid to ask.  Embrace and take advantage of what people have on their minds.

To learn more about how to effect change at work, download How to Mobilize, Design and Transform Your Change Initiative

by Tristam Brown: CEO

Tristam Brown is an executive business consultant and organizational development expert with more than three decades of experience helping organizations accelerate performance, build high-impact teams, and turn strategy into execution. As CEO of LSA Global, he works with leaders to get and stay aligned™ through research-backed strategy, culture, and talent solutions that produce measurable, business-critical results. See full bio.