To understand how companies leverage employee feedback for continuous improvement, we asked CEOs and owners to share their strategies. From addressing bottlenecks before expansion to organizing global remote events, here are sixteen insightful examples of how feedback is utilized to drive progress.
- Address Bottlenecks Before Expansion
- Innovate With AI-Driven Sorting
- Develop Smart Home Integration
- Visualize Feedback for Onboarding
- Streamline Project Management Notifications
- Tailor Training to Employee Needs
- Close the Feedback Loop
- Foster a Feedback-Focused Culture
- Enhance Product Descriptions
- Simplify Client Communication
- Launch Flexible Training Courses
- Identify Problematic Managers
- Streamline Login Processes
- Create Salt-Free Water Solutions
- Switch to Simpler Project Tools
- Organize Global Remote Events
Address Bottlenecks Before Expansion
We're not the biggest outfit in the world, so an informal employee-feedback mechanism is still both possible and quite effective when looking at driving continuous improvement. That's the atmosphere we've had since our founding, and it's one that I hope we can keep as long as possible as we grow.
One of the better examples was when we hit our major expansion period during COVID, hardly surprising for a hybrid workforce-management solution company, and our sales teams came by to tell us that we're heading for a major bottleneck soon if we don't get many more experts in geographies we're starting to expand into. We put a lot of effort into getting those people hired on before we felt the pinch, which worked out quite well as it positioned us to ride the wave of growth rather than fight to get to the crest.
Dragos Badea, CEO, Yarooms
Innovate With AI-Driven Sorting
Employee feedback seems to be a cornerstone for a business owner offering full-fledged recycling services, as the insights of our team have been responsible for designing new solutions promising reduced waste and minimal impact on the environment. We have an excellent process of sharing continuously both our experiences and ideas by developing a positive feedback loop that enables all our employees to do so. This open-communication culture fosters not only a sense of ownership and engagement but also very practical ground-up innovations.
A recent example is our employee-driven effort to improve the efficiency of our sorting process for plastics. One observation was that there were instances where many plastics of one type got classified improperly, leading to contamination in our recycling streams. The answer was using sensors in AI-driven sorting technology that greatly improved the accuracy of our sorting. This front-line, feedback-led initiative has reduced our contamination rates by 30%—in this way, enhancing our efficiency—while driving quality in our overall recycled output.
Gil Dodson, Owner, Corridor Recycling
Develop Smart Home Integration
In our solar and lighting company, we have utilized employee feedback to promote continuous development of our products and service delivery and also to encourage innovations. We do this by encouraging regular feedback mechanisms, such as surveys, suggestion boxes, or open forums. These give room for the employees to share their ideas and concerns. As the company implements the proposed changes, we enhance efficiency, product quality, or workplace culture.
A case in point is when at one point we had a rising interest in smart home integration among our customers. To respond to this, we had many suggestions on the table, including developing a solar inverter with integrated smart-home capabilities.
These would ensure there is remote monitoring and energy management through a mobile app. We had to set up a cross-functional team that did analysis and eventually concluded by investing in developing the new inverter. It was highly accepted and became one of the major commercial successes we have ever had in the company.
Daniel Jarret, CEO, QLD Solar and Lighting Company
Visualize Feedback for Onboarding
I believe in the power of employee feedback. One great example is how we incorporated visualizations to improve our client-onboarding process. Initially, we noticed our employees were struggling to clearly explain our complex processes to new clients. To address this, we initiated an open discussion, collected employee feedback, and noticed a common suggestion—the use of visuals.
Acting on their ideas, we introduced diagrams, flowcharts, and infographics into our onboarding process. The results? A dramatic increase in client comprehension and engagement, a smoother onboarding experience, and happier clients! This shows that when we visualize feedback, it’s not only beneficial for our team but also for our clients and the entire business.
Yuvraj Pratap, Founder & CEO, Supplement Launchpad
Streamline Project Management Notifications
At our company, we prioritize employee feedback as a pivotal component of our continuous-improvement strategy. We conduct regular surveys and feedback sessions to gather insights on various aspects, from workplace culture to specific projects. One notable example is when we identified a common concern regarding the workflow inefficiencies in our project management tool. By aggregating feedback, we discovered that employees felt overwhelmed by excessive notifications and unclear priorities.
In response, we collaborated with our IT team to streamline the notification system and enhance the interface for better clarity. This change not only improved employee satisfaction but also led to a noticeable increase in productivity, demonstrating how valuing employee input directly contributes to our organizational growth.
Rehana Aslam, Content Specialist, Magic Scoop
Tailor Training to Employee Needs
At our company, we also use employee feedback to inform our training and development programs. We regularly solicit input from team members on what skills they feel they need to enhance their performance and satisfaction at work. This feedback directly shapes the personalized training initiatives we develop, ensuring that our team not only excels in their current roles but also prepares for future challenges. This tailored-development approach helps in reducing turnover and improving job satisfaction, as employees feel both supported in their current roles and invested in for future growth.
An example is from our marketing department, where feedback from the team suggested that our content strategy was too narrowly focused and not leveraging emerging social media trends. The team's insights led to a pilot project to expand our content presence onto newer platforms using different media formats, like video and interactive posts. This strategy shift not only broadened our audience engagement but also positioned our company as a forward-thinking leader in digital marketing for e-commerce and SaaS businesses, driving increased traffic and customer engagement.
Marc Bishop, Director, Wytlabs
Close the Feedback Loop
For me, it's critical to close the feedback loop—closing the feedback loop is essential for maintaining employee engagement and fostering a culture of continuous improvement. Remember that when employees recognize that their suggestions and insights are valued and acted upon, they become more invested in their work.
For instance—when our company received feedback indicating that remote-work tools were insufficient, we took swift action to evaluate and enhance our technology. Not only did we upgrade our software and introduce new collaboration tools, but we also communicated these changes back to the team, detailing how we implemented their suggestions. I would say that this transparency is crucial—since it demonstrates our commitment to positive transformation and shows employees the tangible impact of their contributions.
As a result, they are not only more likely to share their thoughts in the future but also feel empowered, knowing that they are playing a crucial role in shaping the work environment. This engagement ultimately leads to higher morale, stronger teamwork, and improved outcomes for our organization as a whole.
Sean Clough, President, Harmony Lab
Foster a Feedback-Focused Culture
We strive for a culture of continuous improvement, and employee feedback is an important part of achieving this within our organization. We encourage employees to share their thoughts, suggestions, and complaints about all aspects of the workplace, from the work environment and company culture to the specifics of our systems, processes, and policies. To get the most in-depth feedback, we offer multiple ways for employees to share their thoughts. These include regular 1-on-1s with managers, an open feedback submission form that has an option for anonymous feedback, and regular employee surveys.
Granted, not every suggestion an employee makes is something we can implement, at least not right away. Our usual approach is to have HR gather and analyze this feedback to identify any areas that multiple employees have identified as places for improvement. This lets us focus our energy on improvements that are likely to make the most impact on the largest percentage of the team.
One last point I’ll make is that, for feedback to be effective, employees need to feel safe and empowered to share their honest thoughts. For this to happen, you need to cultivate the right culture, one where employees won’t fear retribution for speaking their minds, and where they can see that feedback is heard and acted upon, so they don’t see providing feedback as a futile pursuit.
One way to encourage this is to make sure that leaders and managers in your organization are providing feedback to employees on a regular basis. This should include both acknowledgment of their accomplishments and constructive criticism targeting areas for improvement. At the same time, encourage employees to provide the same kind of feedback to each other. We have a peer-to-peer recognition system in our office, and also encourage senior team members to provide informal mentorship to more junior members of the team.
Taking actions like this helps to cultivate a feedback-focused mindset across the team, which makes it more likely you’ll get the honest, actionable feedback from employees that you can use to make ongoing improvements.
Matt Erhard, Managing Partner, Summit Search Group
Enhance Product Descriptions
In our business, we place immense value on the insights our employees bring to the table. Our team members are on the front lines daily, engaging with both our products and customers, which gives them a unique perspective on how we can improve. One of the most effective ways we've integrated employee feedback into our continuous-improvement efforts is through structured brainstorming sessions that occur monthly.
During these sessions, every employee is invited to share their thoughts and suggestions on anything from product designs to customer service practices. The atmosphere we create is open and supportive, which encourages everyone to voice their ideas without hesitation.
On top of that, we’ve implemented an anonymous suggestion system, which allows employees to contribute their thoughts freely, ensuring that even the shyest voices are heard. This approach has already led to several innovative ideas that we wouldn’t have captured otherwise.
For example, one of our team members from the customer service department observed frequent questions from customers about a specific lighting feature that wasn’t clearly explained on our website. Because of this feedback, we collaborated across departments to enhance the product descriptions and integrate more detailed guides and videos. The change not only clarified customer inquiries but also resulted in a measurable increase in sales for that particular product line—around a 30% uplift in just a few months.
Moreover, we utilize real-time feedback tools where team members can report issues or suggest changes as they come up. This immediate form of communication has been vital in spotting areas of improvement quickly. For instance, we recently revamped our packing process based on feedback regarding inconsistencies in packaging quality that led to damages during shipping. The team proposed a new packing strategy that included better cushioning and securing of products, and since implementing it, we’ve seen a significant drop in product return rates.
Matt Little, Founder & Managing Director, Festoon House
Simplify Client Communication
In our firm, we have a structured process for collecting and analyzing employee feedback. We conduct regular surveys and have an open-door policy where employees can share their thoughts and ideas directly with the management. On top of that, we have monthly team meetings where everyone is encouraged to share their insights and suggestions.
A prime example of how we’ve used employee feedback to improve our operations is in our client-communication process. Our team members pointed out that our clients often had questions about the legal jargon in our communications. They suggested that we could improve client satisfaction by making our communications more understandable for those without a legal background.
Taking this feedback into account, we initiated a project to simplify our communication. We started using plain English in our communications and provided our clients with a glossary of common legal terms. This initiative not only improved our client-satisfaction scores but also reduced the time our lawyers spent on answering basic legal questions, allowing them to focus more on complex legal matters.
This is just one example of how we use employee feedback to fuel our ongoing improvement efforts. We believe that by listening to our employees and acting on their feedback, we can continue to grow and improve as a firm. It’s a practice that has served us well so far and one that we intend to continue in the future.
Oliver Morrisey, Owner and Director, Empower Wills & Estate Lawyers
Launch Flexible Training Courses
Employee feedback is a substantial foundation of our agency-wide growth initiative. Upon onboarding, we open a dedicated channel for each individual to make them understand that the management fully supports their professional and personal goals and would do all things possible to provide their needs to attain these goals. When we get feedback, we begin discussions with a 1:1 and tap individuals and/or units that could help us arrive at a resolution that would improve our processes and enhance our system.
For instance, we learned from feedback that there are several employees who are not able to attend our regular trainings because of varying time zones or conflicts of schedule. Hence, the management launched training courses that every employee can accomplish at their own pace and time. This turned around training completion and, of course, we attained significant success in upskilling.
Tristan Harris, Demand Generation Senior Marketing Manager, Thrive Digital Marketing Agency
Identify Problematic Managers
We've adopted a mutual performance-review model, where employees give feedback on their supervisors, colleagues, and organizational policies on a quarterly basis. We combine this with company-wide anonymous surveys for more quantitative analysis. It's most useful to us as a way to identify problematic managers, who can really hold back departments if we don't address their practices.
Nick Valentino, VP of Market Operations, Bellhop
Streamline Login Processes
Our employees are the heart of our organization. Their insights and experiences are invaluable in shaping our product, culture, and overall direction.
We gather feedback through multiple channels, including regular employee surveys, quarterly town halls, and ongoing one-on-one meetings. Our HR and operations team meticulously analyzes this input, categorizes it based on themes, and prioritizes it based on impact and feasibility.
A prime example of how employee feedback has driven significant improvement is the development of our donor and organization login page. Our customer support team repeatedly highlighted the frustration donors and organizations faced in managing multiple logins. Recognizing a recurring pain point, we prioritized this feedback and initiated a cross-functional project.
Through in-depth discussions with our employees and careful analysis of user data, we identified the core issues and designed a solution. The new unified login page streamlined the authentication process, reducing support tickets by 25% and improving overall user satisfaction. This successful implementation not only enhanced the donor and organization experience but also boosted employee morale by demonstrating that their voices are heard and valued.
Raviraj Hegde, SVP of Growth & Sales, Donorbox
Create Salt-Free Water Solutions
One thing that's worked well is our monthly team chats. These are casual meetings where team members from different departments get together to share ideas and concerns. It's led to some great improvements. For instance, someone from sales mentioned that a lot of customers were asking for a solution that could soften water without using salt. At the same time, our customer service team had been hearing requests for a system that could filter and soften water in one go.
We took this feedback seriously and got our product-development team on it. They worked hard to create a system that could do both—soften water without salt and provide whole-house filtration. This is now one of our best sellers. This whole process—from gathering employee feedback to developing a successful product—really shows how valuable our team's input is. It's a perfect example of how employee feedback helps us grow and stay ahead in the water treatment industry.
Joshua Volpe, Chief Marketing Officer, Kind Water Systems
Switch to Simpler Project Tools
We use employee feedback to make our company better. We regularly ask our team for their opinions through surveys and meetings. For example, we once got feedback that our project-management tools were too complicated. Listening to this, we switched to using Trello. This change made it easier for everyone to track their tasks and collaborate. As a result, our projects started running more smoothly, and team morale improved. By valuing our employees' input, we can identify problems early and make changes that help everyone work more efficiently and happily.
Shane McEvoy, MD, Flycast Media
Organize Global Remote Events
We highly value employee feedback to drive continuous improvement across all departments, including our SEO and marketing teams. A recent example of this is our implementation of global remote-employee events, which came directly from team members expressing a desire for more connection opportunities across different time zones and locations.
Based on this feedback, we organized a summer event meetup for our global remote employees. From an SEO perspective, this initiative led to enhanced collaboration between our SEO team and other departments, facilitated knowledge sharing through SEO workshops, and provided valuable insights into local search trends from different regions.
The personal connections formed during the event have improved remote collaboration, streamlining our SEO processes and project turnaround times. The success of this initiative has prompted us to plan similar events 1-2 times a year, fostering a more engaged and collaborative global team that ultimately contributes to the success of our SEO efforts and overall business goals.
Debbie Chew, Global SEO Manager, Dialpad
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