First, thank them. This lets the employee know you received their input and that you appreciate their taking the time and energy to give it. If you plan to act on the feedback and employee assistance is feasible, ask the person or people who suggested the change if they’d like to be involved in executing it. Employees who identify a problem may have ideas about the solution.
Second, when you make a change based on employee feedback, make sure all affected employees are aware that it was a motivating factor. If appropriate, give credit for the idea where it’s due. If you’re unable to make a desired change, explain why.
In short, reward feedback with appreciation, transparency, and the chance to participate in the change.
This Q&A does not constitute legal advice and does not address state or local law.
Answer from Wendy, PHR:
Wendy has over 20 years of experience in HR and talent acquisition. She has been writing and talking about HR for 5 years and was an HR podcast host for 4 years. Wendy has a BA from the University of South Dakota. In her spare time, she makes artisan ice cream and volunteers with her daughter’s Girl Scout troops.
