Blog Post

How to Respond to Negative Employee Feedback

Jamie Florio • Sep 23, 2021

Read about how to respond to negative employee feedback, from encouraging it and examining it to applying collaborative solutions.

Feedback, in any form, is a part of our daily and professional lives. On a logical level, most of us value feedback as it can inform decisions and help us improve. However, despite our best efforts and better judgment, we may sometimes respond quickly, harshly, or unproductively. Moreover, emotions already run high in professional settings, given the ongoing pandemic’s implications. Indeed, employers strive to balance policies, and employees struggle no less to adjust. On the formers’ side, then, responding to negative employee feedback is a crucial matter to address early.

Encourage feedback from as early as job listings 

First and foremost, feedback of all kinds always holds the potential for positive change. As such, you may actively encourage it before even receiving it. For example, if you use WordPress and present job opportunities on your website, you may note a “friendly work environment” and “open communication channels”. This will serve a dual purpose; to paint your business in a positive light, and to assure reluctant employees they will be heard. In turn, this may help them maintain good faith down the line – as long as you follow up with it.

Don’t take it personally

Now, as productive as feedback can be, negative employee feedback can be harsh. We’re not all the best communicators; tensions may run high; some may prioritize substance over tone. However, responding in kind offers very little value and actually jeopardizes relationships.

Thus, the very first step, as typical as this suggestion may be, is not to take feedback personally. Employees typically don’t intend to criticize you personally – instead, they often have substantive concerns over specific, persisting issues. They may, by all means, be wrong in their evaluations, but the point still stands; you are likely not their target.

Take the time to process negative employee feedback

With the above in mind, you should likely begin by evaluating where negative employee feedback comes from. As with most communication in life, you may need to take in their perspective before responding. Consider, for example, TINYpulse’s findings on employee satisfaction with communication: 
  • 1 in 3 employees feels undervalued at work
  • Only 1 in 4 employees strongly agrees that “their company takes their feedback and suggestions seriously.”
  • Only 2 in 5 employees strongly agree that “their managers have clearly defined their roles and responsibilities.”
Therefore, while each case will vary, chances are your employees may carry some emotional baggage themselves – especially in such turbulent times. You should thus take the time to let their comments sink in, ensuring you respond appropriately and constructively.

Collect more information

Having taken the time to process negative employee feedback, the first step toward constructive solutions is to collect more information. Simply reaching out and following up can help foster trust and, frankly, show employees that you care and listen. Here, consider a step-by-step process.

#1 Examine if the feedback is factual

First and foremost, feedback may amount to simple misunderstandings and misconceptions. It may be a subjective view one holds that doesn’t completely align with reality. At this step, you may examine the following:
  • Can you provide examples of this issue?
  • Is this a persistent, demonstrable issue?
  • Is it an objective issue to be investigated or a subjective opinion?
#2 Ask for additional feedback and suggestions

If the issue at hand is indeed factual, you may proceed further. At this step, you may ask for clarifications and ideas for potential solutions. The latter alone will provide clear proof that you care for the problem and intend to take feedback at heart. Thus, you may ask follow-up questions like:
  • How does this affect you personally?
  • Can you provide more details or other relevant information on this issue?
  • Do you have any potential solutions or suggestions in mind?
#3 Investigate the scope of the problem

Finally, if the problem is indeed factual and noteworthy, you may wish to investigate the scope of the problem. This will help you prioritize your actions, as we’ll discuss below. To properly evaluate the issue, you may consider the following:
  • Do other employees agree or observe the same problem?
  • How does this issue affect the company?
  • Are potential solutions realistic?
Prioritize your actions

Having processed the issue at hand, you may need to prioritize your actions. You should, by all means, strive to respond to all feedback to cultivate a healthy foundation for workplace communication. You should also likely act on all feedback that underlines factual, notable issues. However, both the process itself and potential solutions take time and resources. Thus, as with all business endeavors, you should prioritize.

You may do so on a case-by-case basis. Is said issue too critical to ignore? Will it damage your operations in the long term? Will it reduce employee productivity and strain relations if left unchecked? Such criteria should help organize your responses better than simply acting on each suggestion as it comes in.

Act on negative employee feedback in positive, productive ways

With your priorities in order, it should now be time to act on the feedback you received. As we highlighted above, it is crucial that you do; it helps build trust and can prevent long-term adverse effects.

Depending on your communications, you may arrange for brainstorming sessions. You may do follow-up meetings to gauge how employees receive the changes you applied. In any case, keeping your employees engaged throughout the process is both productive and beneficial. Simply consider that 4 in 10 professionals are considering leaving their current job. Thus, keeping them engaged in solutions will keep them invested and benefit both parties.

Continue to encourage feedback
Finally, as with all such processes, negative employee feedback is not a one-time deal. Rather, it will continue to come over time as more perceived problems arise. Thus, it is crucial to continue to encourage feedback to ensure you identify problems on time and promote communication.

Conclusion

To summarize, negative employee feedback is part and parcel of running a business. It’s most often not personal, so one shouldn’t treat it as such. By examining it carefully and showing, through actions, that you take it at heart, you may respond constructively and productively. 

Author bio

Daniel Woodard has been a blogger for over 5 years, and has a Bachelor's degree in Computer Science. He has written on a wide range of topics, including workplace dynamics, digital marketing, entrepreneurship and others. 

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