Top 7 Tips to Get Honest Strategy Feedback from Employees

The Top 7 Tips to Get Honest Strategy Feedback from Employees: A Guide for Leaders
We know from our organizational alignment research that active involvement in the strategy design process fosters a sense of ownership and involvement.  When it comes to strategic buy-in and commitment, honest strategy feedback from employees is more than just a nice-to-have — it is a necessity to set up strategy execution up for success. Active employee involvement and two-way communication foster a culture of transparency and trust that empowers teams to make informed decisions that align with both organizational goals and employee needs.

The Benefits of Getting Honest Strategy Feedback from Employees
With so much time and effort put into annual strategy retreat facilitation, it is painful to hear that only 30% of organizations report that they fully execute their strategies. So, what is the problem?  Research by Bain found that the ability to effectively engage employees in the strategy process is the No. 1 strategy execution success factor — more than 50% higher than any other factor.

How to Get Honest Strategy Feedback from Employees
How can leaders better engage employees in the strategy process?  It starts with seven steps that encourage candid, constructive feedback from their teams about strategic directions and plans.

1. Create Psychological Team Safety
   The foundation of getting honest strategy feedback from employees is directly correlated to your leaders’ ability to create a safe and non-judgmental environment. Employees need to feel confident that their opinions will not be met with retribution or dismissal. To foster psychological team safety, leaders should consistently demonstrate openness and appreciation for diverse perspectives.

   This can be achieved by openly discussing previous feedback sessions, showing how employee input led to positive changes, and reinforcing that all feedback — positive or negative — is valued.

   You will know you are headed in the right direction when employees consistently and openly challenge the status quo, share and learn from mistakes, show respect for different perspectives, and feel comfortable being authentic at work.

   Have you created enough psychological team safety to get honest strategy feedback from employees?

2. Be Open to New and Different Ideas
   While high levels of strategic conviction on the leadership team are important, to get valuable feedback and input on strategic plans, leaders must be willing to consider different perspectives, arguments, and information. Open-minded leaders thoughtfully consider other perspectives and try to be empathetic even when they may disagree.  When leaders are open to new and different ideas, they reinforce the team norms and attitudes required (e.g., transparency, honesty, openness, a growth mindset, continuous learning, constructive debate, and authenticity) to get honest strategy feedback from employees.

   When employees see their leaders actively seeking and responding to feedback, they are more likely to engage in the strategy implementation process themselves and take it on as their own. A culture of employee feedback also normalizes the exchange of ideas and reduces anxiety around the strategy design process.

   Are your leaders empathetic, curious, and open-minded enough to gather honest and valuable feedback?

3. Use Anonymous Feedback Channels
   Despite the best efforts to create an open environment, some employees may still hesitate to provide honest strategy feedback. Research by Business.com found that 25 percent of employees withhold feedback because they worry about repercussions. Anonymous feedback channels can be an effective solution to uncover issues that might otherwise remain unsaid.

   Tools like anonymous surveys, small group discussions among peers, suggestion boxes, or digital platforms designed for confidential feedback can provide employees with a sense of security. When using anonymous or confidential feedback, it is crucial to communicate how the feedback will be used and to follow up with visible and meaningful actions to demonstrate that employees’ opinions count.

   Are you providing diverse ways for employees to truly share what matters most?

4. Ask the Right Questions
   The quality of the strategy feedback that you receive as a leader is often determined by the quality of the questions you ask. Vague or overly broad questions can lead to equally vague responses. Instead, leaders should ask specific, open-ended questions that encourage thoughtful reflection and open discussion.

   For example, instead of asking, “How do you feel about our strategic priorities?” ask, “Where do you see yourself and the team in the strategic priorities?” or “What are you most and least excited about?” This approach not only provides clearer insights but also demonstrates a genuine interest in the employee’s perspective.

   Are you asking the right questions to challenge your strategic assumptions and beliefs?

5. Foster a Culture of Continuous Feedback
   To truly cultivate honest employee feedback at work, meaningful feedback mechanisms must be woven into the fabric of daily operations. Encourage ongoing conversations where employees feel comfortable sharing their thoughts. This can be achieved through regular one-on-one meetings, informal check-ins, or team discussions where feedback is a standing agenda item.

   Have you integrated feedback enough into daily workflows?

6. Act on the Feedback Received
   One of the most critical aspects of soliciting honest feedback is what happens after it is received. Employees need to see that their input matters. Whether it is implementing a new policy, revising an existing process, or simply acknowledging the feedback with a thoughtful response, actions speak louder than words.

   Failing to act on feedback can erode trust and discourage future honesty. The good news is that we know from our organizational culture assessment data that leaders who take meaningful employee engagement actions are 12-times more likely to engage employees.  While this seems like common sense, 80% of employees feel like meaningful change from feedback does not happen consistently.

   Are you ready to visibly act on employee feedback?

7. Recognize and Reward Honesty
   Finally, it is important to recognize and reward employees who provide valuable feedback. This does not necessarily mean financial rewards; often, public acknowledgment or a simple thank you can be highly effective. By highlighting honesty and transparency, leaders reinforce the importance of feedback and encourage others to follow suit.

   Are you reinforcing the importance that employee opinions count?

The Bottom Line
Active participation through involvement and feedback fosters a sense of strategic ownership and empowerment.  Getting honest strategy feedback from employees is an essential step in designing a business strategy that works for the business and the people responsible for implementing it.  Are you setting the stage for constructive debate?

To learn more about how to get honest strategy feedback from employees, download 3 Big Mistakes to Avoid When Cascading Your Corporate Strategy