I suggest, gather feedback through targeted listening—focus groups, anonymous surveys, and one-on-one check-ins with key stakeholders. For example, during any recent policy overhaul, you can run real-time feedback sessions and adjusted timelines based on concerns. It’s about acting on input quickly to show it drives meaningful change.

A very insightful post! For me feedback is not just about how but also how often. Regular, iterative feedback throughout the process fosters genuine dialogue. As for the how, I always advocate for simplicity and convenience. A straightforward “thumbs up/thumbs down” mechanism, paired with a brief follow-up question, often proves more effective than lengthy Likert scales. Equally important: Feedback should ideally be anonymous, as this encourages openness and honesty. But it doesn’t stop there. Transparency and swift action are crucial: employees need to understand how their input is being used. Even if not every suggestion can be implemented, the feeling of being heard significantly builds trust and acceptance during change processes.

Gathering sentiment and feedback during a period of change is critical for understanding how employees feel and addressing any concerns they may have. There are many ways to achieve this, but the most effective route will depend on the organisation's culture, the scope of the change, the amount of time and the communication channels available. Pulse surveys might be suitable for developing a quick, broad understanding of sentiment. To delve deeper into specific concerns, focus groups or listening sessions may be more appropriate. Leader Q&A sessions can demonstrate senior executive support for the change. One size won’t fit all, so the solution needs to be tailored to the situation.

1. Encourage open communication by creating transparent and accessible feedback channels. 2. Build trust within the organization to ensure employees feel safe sharing their perspectives. 3. Align feedback processes with the organization’s core values and long-term vision. 4. Prioritize and act on feedback to transform insights into meaningful actions. 5. Leverage feedback to enhance employee engagement and drive organizational growth.