𝐖𝐡𝐞𝐧 𝐝𝐢𝐝 𝐲𝐨𝐮 𝐠𝐢𝐯𝐞 𝐮𝐩 𝐨𝐧 𝐩𝐫𝐨𝐯𝐢𝐝𝐢𝐧𝐠 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 ?

For most people, it’s the reality that nothing will be done with it.
Why speak up if nothing changes?

𝐒𝐮𝐫𝐯𝐞𝐲𝐬 𝐚𝐫𝐞 𝐭𝐨𝐨 𝐨𝐟𝐭𝐞𝐧 𝐭𝐫𝐞𝐚𝐭𝐞𝐝 𝐚𝐬 𝐭𝐡𝐞 𝐝𝐞𝐟𝐚𝐮𝐥𝐭 𝐟𝐢𝐱 𝐟𝐨𝐫 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 .
𝐖𝐡𝐲 𝐬𝐩𝐞𝐧𝐝 𝐭𝐢𝐦𝐞 , 𝐞𝐧𝐞𝐫𝐠𝐲 , 𝐚𝐧𝐝 𝐦𝐨𝐧𝐞𝐲 𝐨𝐧 𝐚 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐭𝐡𝐚𝐭 𝐰𝐨𝐧’𝐭
𝐦𝐨𝐯𝐞 𝐭𝐡𝐞 𝐧𝐞𝐞𝐝𝐥𝐞 ?

The focus should be on 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐭𝐫𝐮𝐬𝐭 . That starts by addressing the
four areas that dominate most surveys: the employee –manager
relationship, recognition & rewards, learning & development, and
opportunities for advancement. 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐛𝐞𝐠𝐢𝐧𝐬 𝐰𝐢𝐭𝐡 𝐥𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠
𝐚𝐧𝐝 𝐚𝐜𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐢𝐧𝐠 , 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐦𝐞𝐚𝐬𝐮𝐫𝐢𝐧𝐠 .

𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐭𝐫𝐮𝐬𝐭 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐬 𝐫𝐞𝐩𝐞𝐭𝐢𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐜𝐨𝐧𝐭𝐞𝐱𝐭 . Saying, “ 𝑇𝘩𝑖𝑠 𝑐𝑎𝑚𝑒
𝑓𝑟𝑜𝑚 𝑦𝑜𝑢𝑟 𝑓𝑒𝑒𝑑𝑏𝑎𝑐𝑘 ” once isn’t enough. People need to hear it
multiple times, with detail about the context and why it mattered.
Research shows people often need several exposures to a message
before it sinks in (VSMG, “ 𝑆𝑎𝑦 𝐼𝑡 7 𝑇𝑖𝑚𝑒𝑠 : 𝑇𝘩𝑒 𝑃𝑜𝑤𝑒𝑟 𝑜𝑓 𝑅𝑒𝑝𝑒𝑡𝑖𝑡𝑖𝑜𝑛 ,”
August 18, 2023).

𝐄𝐯𝐞𝐫𝐲𝐝𝐚𝐲 𝐌𝐨𝐯𝐞𝐬
𝐏𝐢𝐜𝐤 𝐨𝐧𝐞 𝐩𝐢𝐞𝐜𝐞 𝐨𝐟 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐚𝐧𝐝 𝐚𝐜𝐭 𝐨𝐧 𝐢𝐭 𝐯𝐢𝐬𝐢𝐛𝐥𝐲 .

In every update, 𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐰𝐡𝐚𝐭 𝐜𝐡𝐚𝐧𝐠𝐞𝐝 𝐭𝐨 𝐰𝐡𝐚𝐭 𝐩𝐞𝐨𝐩𝐥𝐞 𝐬𝐚𝐢𝐝 — with
enough detail for employees to see their input reflected.

𝐑𝐞𝐯𝐢𝐬𝐢𝐭 𝐩𝐚𝐬𝐭 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 : What did we promise, and did we deliver?

𝐈𝐟 𝐲𝐨𝐮 𝐝𝐨𝐧’𝐭 𝐜𝐨𝐧𝐭𝐫𝐨𝐥 𝐭𝐡𝐞 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧 , 𝐬𝐡𝐨𝐰 𝐲𝐨𝐮𝐫 𝐰𝐨𝐫𝐤 . Demonstrate
how you raised the issue and what you’ll keep pushing for.

𝐒𝐮𝐫𝐯𝐞𝐲𝐬 𝐚𝐫𝐞 𝐨𝐧𝐥𝐲 𝐚𝐬 𝐩𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐚𝐬 𝐭𝐡𝐞 𝐭𝐫𝐮𝐬𝐭 𝐛𝐞𝐡𝐢𝐧𝐝 𝐭𝐡𝐞𝐦 . 𝐖𝐢𝐭𝐡𝐨𝐮𝐭
𝐭𝐫𝐮𝐬𝐭 , 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐭𝐮𝐫𝐧𝐬 𝐢𝐧𝐭𝐨 𝐩𝐨𝐥𝐢𝐭𝐞 𝐩𝐥𝐚𝐭𝐢𝐭𝐮𝐝𝐞𝐬 . 𝐖𝐢𝐭𝐡 𝐭𝐫𝐮𝐬𝐭 , 𝐬𝐮𝐫𝐯𝐞𝐲𝐬
𝐛𝐞𝐜𝐨𝐦𝐞 𝐚 𝐜𝐚𝐭𝐚𝐥𝐲𝐬𝐭 𝐟𝐨𝐫 𝐚𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐜𝐡𝐚𝐧𝐠𝐞 .

𝐖𝐡𝐚𝐭 ’𝐬 𝐨𝐧𝐞 𝐭𝐡𝐢𝐧𝐠 𝐲𝐨𝐮’𝐥𝐥 𝐝𝐨 𝐭𝐡𝐢𝐬 𝐰𝐞𝐞𝐤 𝐭𝐨 𝐬𝐡𝐨𝐰 𝐩𝐞𝐨𝐩𝐥𝐞 𝐲𝐨𝐮’𝐫𝐞 𝐚𝐜𝐭𝐢𝐧𝐠
𝐨𝐧 𝐭𝐡𝐞𝐢𝐫 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 ?