Turning Employee Feedback into Action: Lessons from Great Workplaces

Employee feedback is one of the most powerful tools for driving organisational growth and fostering a positive workplace culture. Gathering feedback from employees demonstrates that their opinions are valued — but that’s only the first step. Transforming those insights into meaningful action is what separates good organisations from great ones, creating a culture where employees feel empowered to contribute to meaningful change.

Why Acting on Feedback Matters

Taking action on employee feedback is more than just a morale booster — it has tangible benefits for any organisation. When employees see their voices shaping decisions, it fosters a sense of ownership and engagement, driving higher productivity and retention rates. Research shows that 80% of employees who report receiving meaningful feedback in the past week feel fully engaged (1), emphasising the critical role of consistent and constructive communication in the workplace. Additionally, employees who feel heard are 4.6 times more likely to excel in their performance (2), reducing turnover and boosting organisational stability.

On the flip side, failing to act on feedback can erode trust, discourage open communication, and lead to disengagement. That’s why a culture of trust, where employees feel safe and empowered to share their honest perspectives, is the foundation for using feedback effectively.

Not sure where to get started? Learn from Great Place to Work® Certified™ workplaces with these 6 practical steps to help you transform employee feedback into meaningful, actionable improvements in your organisation…

Step 1: Create a Feedback-Driven Culture

Before feedback can lead to action, employees must feel safe and empowered to share their honest opinions. A feedback-driven culture starts with trust and open communication. Leaders often become so focused on their day-to-day operations that they overlook the importance of understanding their employees' perspectives. However, it is crucial for effective leadership to actively seek input from employees and highlight that feedback — whether positive or critical — as a valuable opportunity for growth.

In pursuit of fostering a workplace environment that prioritises this open communication for all employees, the implementation of support circles has emerged as a cornerstone practice within Elavon & U.S. Bank. These support circles, facilitated by dedicated employees, serve as invaluable platforms for fostering inclusivity, providing support, and nurturing psychological safety among the workforce. This approach not only strengthens the sense of community within the organisation but also sends a clear message to employees that it’s okay to speak openly, share their thoughts, and be their authentic selves without fear of judgment.

Action Tip: Communicate the value of feedback through regular town halls, leadership communications, and employee surveys. Build trust by responding positively to constructive criticism and showing genuine appreciation for input.

Step 2: Gather Feedback Through Employee Surveys

One of the most effective ways to collect employee feedback is through structured surveys. Great Place to Work® employee surveys are designed to capture a comprehensive view of the employee experience, providing actionable insights into areas such as trust, leadership, and workplace culture. Through the Great Place to Work® programme, many organisations utilise these surveys to assess employee sentiment and identify the core factors influencing engagement. The detailed analytics from our Trust Index© survey and pulse surveys help leaders make data-driven decisions to enhance their workplace culture.

At Serosep, they exemplified their commitment to employee wellbeing by utilising the Great Place to Work® survey to their advantage. Through their responses in the survey, employees at Serosep highlighted a need for increased flexibility and a stronger focus on work-life balance. The Serosep leadership team put a lot of thought into how this could be achieved, with the decision being made to reduce the working week by cutting 30 minutes off every workday for all employees, making for a shorter working week for all - without cutting salaries. By responding directly to employee feedback in such a tangible way, Serosep demonstrated that they value their employees' input, fostering a workplace where employees feel truly heard and their concerns are acted upon.

Action Tip: Leverage Great Place to Work® surveys to ensure anonymity and encourage honest responses. Supplement survey results with follow-up discussions or focus groups to gain deeper context where needed. Hit the contact button below to get started on your journey to uncovering Great insights on your culture 👇

Read more on these organisations' Great practices, among many others, in our Best Workplaces for Health & Wellbeing report 👇

Step 3: Analyse and Prioritise the Feedback

Once you’ve gathered your feedback, the next step is to analyse it. Look for recurring themes and identify areas of concern that affect a large number of employees or have a significant impact on workplace morale and productivity. Categorise the feedback into actionable topics like communication, career development, or workplace policies, ensuring each category is clearly defined and linked to specific initiatives or areas for improvement. This structured approach allows leadership to prioritise efforts effectively, address pain points, and measure progress in targeted areas over time.

Building on this structured approach, Esri Ireland takes a focused and timely strategy to prioritising feedback based on current needs. One example of this is their emphasis on trust within the workplace, which has become even more vital with the recent decision to close their Dublin office, shifting to a fully remote working environment for Republic of Ireland-based employees. Feedback from Esri's Trust Index survey about trust in management — specifically, the sense that employees are trusted to do their jobs without being micromanaged — has gained even greater significance in this new context.

Esri regularly checks this feedback to ensure that employees feel trusted, particularly during times of change, like the shift to remote work. By continuously monitoring trust levels, Esri can address any concerns in real time, making sure employees feel empowered and supported. This ongoing feedback loop shows that Esri is responsive to employee needs and is committed to maintaining a strong sense of autonomy and work-life balance, regardless of location.

Check out full insights from Esri Ireland's experience with the Great Place to Work programme in our Best Workplaces in Tech report 👇

Step 4: Develop an Action Plan

It’s easy to talk about turning feedback into action, but the real work begins with a solid plan. It’s important to outline the steps your organisation will take to address the issues, who is responsible for implementing changes, and the timeline for execution. The plan should also include both quick wins and long-term solutions, ensuring that immediate concerns are addressed promptly while also laying the groundwork for sustainable, impactful improvements that align with your organisation’s goals and values.

At the start of nib Travel’s Great Place to Work journey, they used their survey feedback to assess their culture, identifying areas where employees felt disconnected, unheard, or uncertain. Recognising the need for meaningful change, they developed a comprehensive action plan focused on addressing these concerns and fostering a people-first approach. This plan outlined clear steps, designated responsibilities, and timelines to ensure progress. Key priorities included improving communication by introducing new feedback channels and creating regular forums where employees could raise concerns and ask questions directly.  

Leadership also committed to transparency and collaboration, ensuring employees felt their voices were not only heard but actively shaping the company’s direction. By breaking down silos and encouraging shared ownership, nib Travel ensured the action plan translated into tangible results. Over the past year, these efforts have led to a 12% increase in their Trust Index survey score, showcasing the power of thoughtful action planning in driving cultural transformation.

Action Tip: Assign ownership of each action item to specific teams or individuals. Use your survey results as a guide to prioritise initiatives that will have the greatest impact on employee satisfaction.

Read more from these organisations and more in our exclusive report 👇 

Step 5: Implement the Changes and Communicate Them

Implementation is where feedback truly transforms into tangible improvements that make a difference. When rolling out initiatives, ensure they align with your company’s culture, values, and operational rhythm, so that they resonate with employees and integrate smoothly into daily workflows. Throughout this process, it’s important to keep employees in the loop, regularly updating them on the steps taken and the progress being made. By providing clear communication, whether through meetings, emails, or internal platforms, employees can see how their feedback has influenced change. 

In response to feedback from their Great Place to Work survey, Dromoland Castle Hotel demonstrated their commitment to change to their employees with an in-depth booklet titled ‘You Spoke, We Listened’. The 16-page booklet transparently outlined how employee feedback was actioned, addressing key areas like upgrading workplace equipment, enhancing communication, and supporting wellbeing. It also highlighted employee benefits, such as free gym memberships and discounted accommodation, ensuring all employees were aware of available perks.

A notable focus was on career growth, with over twelve team members promoted to senior positions in 2024 and the launch of comprehensive training programs, including workshops on Interview Skills and Supervisory Development. This initiative showcased Dromoland Castle Hotel’s dedication to acting on feedback, fostering trust and a culture of continuous improvement.

More resources:

• The Red Cube Episode 3 - Effective Listening in Leadership: Turning Feedback into Action
• Employee Recognition: Insights from Ireland's Best Workplaces 2024
• How can Organisations Foster Trust in the Workplace?
• 6 Ways to Boost Employee Survey Response Rate

Step 6: Measure Impact and Continuously Improve

After implementing changes, ensure you are regularly measuring their impact to ensure they address the issues raised. Ask employees directly through follow-up surveys or check-ins to determine if they feel their concerns were adequately addressed, while complementing this with key performance indicators (KPIs) like employee satisfaction scores or productivity metrics to measure progress.

At PREM Group, their check-in process has evolved into an integral part of the company’s communication strategy. All leaders are trained to host check-in meetings, with this training covering the essential elements of the process, including the use of a short, user-friendly form completed by both the manager and employee. This form captures key information, such as highlights and challenges experienced since the last check-in, short- and long-term goal setting and review, discussions around roadblocks, a check on employee wellbeing, updates on company developments, and feedback from the employee on any aspect of their work.

This structured and consistent approach ensures that feedback is not only gathered but acted upon effectively. By incorporating regular check-ins as a core practice, PREM Group creates an ongoing dialogue between employees and management, fostering trust and engagement. These conversations provide valuable opportunities to revisit past concerns, evaluate the effectiveness of implemented changes, and identify any new challenges. This continuous feedback loop helps the organisation stay agile and responsive, ensuring that employee needs remain a central focus in its evolving workplace strategy.

Check out our podcast episode with Core on building and sustaining a Great Place to Work below 👇

The bottom line?

Turning employee feedback into tangible action is a journey that requires commitment, collaboration, and transparency. By leveraging Great Place to Work® surveys and following these steps, organisations can build a culture of trust, drive meaningful change, and ultimately create a workplace where employees thrive.

Remember, feedback is a gift. When employees see their input leading to real improvements, they feel valued and empowered — and that’s the foundation of a truly great place to work.

About Great Place to Work®

Great Place to Work® is the global authority on workplace culture. We help organisations quantify their culture and produce better business results by creating a high-trust work experience for all employees. We recognise Great Place to Work-Certified™ companies and the Best Workplaces™ in more than 60 countries. To join the thousands of companies that have committed to building high-trust company cultures that help them attract, contact us about getting Certified today.

Sources

Gallup. How effective feedback fuels performance. Gallup. https://www.gallup.com/workplace/357764/fast-feedback-fuels-performance.aspx

Curtin, M. (2020) Employees who feel heard are 4.6x more likely to feel empowered to do their best work. Inc. https://www.inc.com/melanie-curtin/employees-who-feel-heard-are-46x-more-likely-to-feel-empowered-to-do-their-best-work.html