In my work as an HR and business management coach, I’ve noticed a pattern—there are things employees desperately want to share but haven’t found the right way to say. Lucky for you, they’re more than happy to tell me!
Here’s some honest feedback I’ve gathered that might serve as a helpful reminder:
I’m more than just my job.
I’d love for you to take an interest in me as a person. Learn a little about my hobbies, my family, and what makes me tick. Let’s skip the politics and religion—that’s just awkward. And I’d love to get to know you too! Maybe we grab a coffee sometime?
Give me room to do my job.
You hired me because you believed in my abilities. Trust me to do the work without constant monitoring. I’ll be open to feedback, but I need space to thrive.
Real-time feedback helps me grow.
If I’m off track, don’t wait for a performance review to tell me. I want to do my job well, and timely feedback helps me improve. Speaking of reviews—while they document my progress, they don’t exactly inspire me to do better work.
Invest in my growth, and I’ll invest in you.
Ongoing training isn’t just good for me—it benefits both of us. When you invest in my development, I’ll give you my best effort. After all, shouldn’t we always be aiming to improve?
Help me see the bigger picture.
I’ll be more engaged and motivated if I understand the company’s mission and goals. Whether I’ve been here for a month or a decade, knowing where we’re headed makes my work feel more meaningful.
Show me where I fit in.
Now that I understand the mission, tell me how I contribute to it. What impact does my work have on the company’s success? Clear expectations help me stay focused and aligned with our goals.
Please don’t ignore me.
When I reach out—whether it’s a question, an idea, or a request—I’m looking for guidance. Even if you can’t fully respond right away, acknowledging me matters. Your responsiveness sets the tone, and I’ll follow your lead.
Your engagement fuels my effort.
When you show interest in me, my work, and my ideas, I’m more motivated to give my best every day. It’s that simple.
Turning Feedback Into Action
Gathering employee feedback isn’t just a nice-to-have—it’s essential for business success. If you don’t have a structured way to collect it, now’s the time to start. The real challenge? What you do next.
The best workplaces actively listen to their employees, address concerns, and communicate back about what’s being done. Even if every idea can’t be implemented, simply acknowledging feedback encourages employees to keep sharing.
When employees feel heard, they show up ready to give their best. Are you creating a workplace where they want to?
