16 December 2024

12 Steps to Take After Getting Bad Feedback About Your Company Environment

By Ronald Smith

A good company environment is really important for making sure that employees are engaged, productive, and successful. But creating a positive environment isn’t always easy, and even if you try your best, things can still go wrong.

When an employee tells you that they have some negative feedback about the company’s environment, it’s really important to deal with the situation carefully and thoughtfully. To help you out, I asked 12 members of the Young Entrepreneur Council (YEC) to share their best advice on how to handle negative feedback from employees. Here’s what they had to say:

When an employee comes to you with negative feedback about the company’s environment, what’s the best way to handle it? What should a leader do first?

12 Steps to Take After Getting Bad Feedback About Your Company Environment

Let me tell you how you can turn this bad situation into a chance to learn and grow.

1. Pay Close Attention

It’s not easy to build a company culture, so when someone has the courage to give you negative feedback, make sure you really listen. You don’t have to act on every piece of feedback, but focus on the ones that you can make a positive impact on over time. If the feedback leads to a change, discuss it with that person and work together to find a solution. – JT Allen, myFootpath LLC

2. Don’t Take It Personally

Take a moment. Inhale, exhale. Time to tackle some challenges. See, when someone on your team comes to you with a problem, a couple of things are going on. First, they might be feeling nervous, and there could be more to their message than meets the eye. So, dig deeper and find out what’s really going on. Second, it’s easy to take it personally and get caught up in our own emotions, which can make it hard to help them out. These situations really test our ability to set our egos aside.

3. Reflect on Your Actions

In my position as a leader, I understand the significance of company culture. It’s actually a positive thing when employees are invested in the culture and care enough to notify you about any issues. The responsibility lies with me to set the example and assess my own actions. What expectations am I placing on my managers? Am I giving them the necessary resources to meet those expectations? – Matt Doyle, Excel Builders

Step 4: Show Appreciation for Their Honesty

When you’re in charge of a company, you’re bound to receive feedback from your employees. Some of it will be positive and some of it may be negative, but it’s important to handle both types professionally. Take the time to really listen to what your employees have to say. Show your appreciation for bringing the issue to your attention and try to address it in a productive and collaborative manner. If you can’t provide a solution right away, take the time to patiently explain why that is. ~ Thomas Griffin, OptinMonster

5. Ask for Ideas

The first step is to acknowledge their feedback and thank them for sharing their thoughts. Then, it’s a good idea to actively listen to what they have to say and ask if they have any ideas on how to solve the problem. This demonstrates that even though the company may have flaws, it has a culture that values feedback and encourages everyone to contribute. This helps create a positive image and builds trust. ~ Stephanie Wells, Formidable Forms

6. Discover the Core Issue

When an employee gives you negative feedback about the culture in your company, it’s important to dig deep and understand the root cause of their feelings. By determining whether it’s a miscommunication or a genuine problem, you can then decide on the best course of action. If it’s a misunderstanding, take the time to explain the situation and find common ground. However, if it’s a true cultural issue, it’s crucial to address it within your organization. – Chris Christoff, MonsterInsights

7. Acknowledge Your Employee’s Perspective

When it comes to dealing with negative feedback about our company’s culture, the best approach is to start by listening and understanding the employee’s experience. I believe it’s important for me to stay calm, ask questions to clarify the situation, and genuinely be open to learning more. I also make it a point to ask the employee for their suggestions on how to address the issue, and then we work together to find a solution that works for everyone.

8. Curiosity is Key

Whenever an employee comes to me with negative feedback, my first instinct is to get curious and start asking questions. I find that asking innocent questions helps me uncover the root of the problem. It shows the employee that I genuinely care about their concerns and want to understand what’s going on. This approach not only allows us to address the issue at hand but also helps us to maintain and improve our company culture.

9. Show That Their Feedback Matters

When I hear feedback from my employees, I get a true glimpse into the culture of our company. It allows me to see things from their perspective and gain valuable insight. That’s why it’s important for you to listen carefully to your employees. You want them to feel comfortable sharing their feedback regularly, so they know that it’s valuable and will be taken seriously.

10. Connect with Your Employees

First and foremost, I want to recognize the bravery and responsibility it takes for an employee to bring up something difficult. It’s important to acknowledge their courage. After that, take some time to really think about the feedback they’ve given. Don’t brush it off or make excuses for the current situation. This is a moment for genuine empathy, and it’s crucial for making meaningful and effective changes.

Hey there, let me tell you something important. When your employee shares their thoughts, it’s essential to really listen and understand. Ask them to give you specific examples of the difficulties or issues they’ve noticed. To have a helpful and positive conversation, you need to be a great communicator and have a strong ability to handle criticism. It’s important to have a thick skin, so you can truly hear their concerns. If the employee suggests that other people feel the same way, it’s time to organize a meeting and create an environment for an open discussion. – Bryce Welker, Big 4 Accounting Firms

12. Make a Move to Enhance the Culture