You're aiming to enhance strategic planning. How can you cultivate ongoing feedback from frontline employees?

Open communication channels are like unlocking a treasure chest of insights. When you make it clear that every voice matters, you’re not just inviting feedback you’re building trust and empowering your team. It’s amazing how much progress you can make when everyone feels heard and valued!

Open channels aren't enough. Adding more surveys and comment boxes won't work either. To truly get people to engage, LOUDLY LISTEN. 5 Steps... 1. Apologize • If the culture is toxic or people feel neglected, they will not engage. Take ownership, clear the air, and apologize. 2. Ask • Withhold assumptions. Seek to understand. Feedback isn't meant to justify what YOU believe. It's meant to clarify what THEY believe. 3. Accept • Receive feedback like a sponge, not a shield. Hold the heat & accept what you heard. 4. Amplify • Echo back what you've heard to confirm understanding. Share results publically. 5. Action • Take immediate action to CHANGE things. Action = valuing feedback. Don't just open channels. Loudly Listen

Manter e impulsionar canais abertos para feedback contínuo é vital para aprimorar o planejamento estratégico. Funcionários da linha de frente frequentemente têm insights valiosos sobre operações e desafios diários. Criar um ambiente onde eles se sintam à vontade para fornecer e receber feedback permite captar essas percepções e ajustar a estratégia conforme necessário. Esse fluxo constante de comunicação não só melhora a eficácia das decisões estratégicas, mas também engaja e motiva a equipe, mostrando que suas opiniões são valorizadas. Ao integrar essas contribuições no planejamento, você ajusta sua estratégia de maneira mais precisa, alinhando-a às realidades do campo e promovendo um ambiente de trabalho mais colaborativo e adaptável.

Do not overlook the feedback of frontline workers who have in-depth insights that can enhance your strategy. Here’s how to capitalize on insights from your operational teams: Create Open Channels: Establish regular touchpoints like surveys or informal check-ins to gather their input. Actively Involve Them: Include frontline employees in strategy discussions, making them feel valued and heard. Show Impact: Demonstrate how their feedback directly influences strategic decisions, reinforcing the importance of their contributions and encouraging continuous input.

Manter a escuta ativa e genuína é essencial para cultivar feedback contínuo dos funcionários da linha de frente e aprimorar o planejamento estratégico. Quando os líderes realmente ouvem e entendem as experiências e sugestões da equipe, criam um ambiente de confiança e colaboração. Essa abertura para o diálogo permite captar insights valiosos sobre operações diárias e desafios que podem não ser visíveis no nível estratégico. Integrar esse feedback no planejamento não apenas ajusta a estratégia com base em informações reais, mas também fortalece o engajamento da equipe, mostrando que suas opiniões são essenciais para o sucesso organizacional.

One of the challenges of leadership is to know what's truly going on at the frontlines ("ivory tower syndrome"). By creating such a feedback loop, you can stay better connected to what's actually going on in your business. By actually actioning some of the feedback, you can show that you're listening, which will also help with employee engagement. Some starter ideas: 🍵 Coffee chats with small groups of employees (< 10) - remove the discomfort of speaking up in big town halls 📝 Employee surveys - Get anonymous feedback and take it seriously. Read all of the written responses, then form teams to take action. 📦 A suggestion box - yes, you might get some junk, but even 1 or 2 good ideas can make it worthwhile

➡️ Good storytelling goes a long way here ⬅️ Tell the story of how you read the feedback, how maybe you were confused or perplexed at first but then held focus groups to understand the issue deeper, how that revealed numerous insights on things that needed to be fixed or improved, how you spun up teams and allocated budget to actually address those things, and finally the impact it's had for everyone. And it all started with Jane Smith simply speaking up. Thank you, Jane Smith!

Um programa de treinamento individual orientado aos gaps operacionais é uma ferramenta poderosa para cultivar feedback contínuo dos funcionários da linha de frente e aprimorar o planejamento estratégico. Ao focar nas áreas específicas onde os funcionários enfrentam desafios, esse treinamento não só melhora suas habilidades e desempenho, mas também incentiva a comunicação aberta sobre problemas e sugestões. Esse ambiente de aprendizado e crescimento contínuo facilita a coleta de feedback valioso diretamente de quem está na linha de frente, permitindo ajustes estratégicos mais informados e precisos. Com isso, a organização se torna mais adaptável e alinhada às realidades do dia a dia.

Continuous improvement is a mindset that can be taught to all levels of employees, but it can be a big culture change that's much easier said than done. Because it is cultural, the tone is set from the top. Here are some things that may inhibit this type of culture: ⏰ Constant deadlines / operating in "survival mode" leaves no time to breathe or reflect on how to improve in the long-run 💤 Repeated ignoring or inaction on prior feedback signals that there is no point ❓ No safe mechanism for providing feedback