Employees give feedback but too stressed leaders at work to act in this regard

Companies continue to ask for feedback from employees, but what happens? Employees often feel as if they are constantly completing polls, participating in the town hall and dealing with pulse checks, however, many employees feel that their intake disappears. A recent Perceptyx report He found that, while 95% of human resources leaders have grown or maintained listening efforts, only 27% believe that these programs lead to significant business results, a steep decrease compared to last year. Leaders do not ignore feedback; Are right overwhelmed. The high volume of data, the competing priorities, the intense stress and the limited resources leave them locked in an action -free listening cycle. Employees see that their suggestions do not go anywhere, disappoint and cease to participate. If companies invest so much in listening, why isn’t something?

Employees are frustrated at work because no one acts in their feedback?

When employees make time to give feedback, they expect something to come from it. This does not mean that every suggestion will lead to a swept change, but they want to see the recognition, pursuit and at least a movement in the correct direction. When this does not happen, frustration is built.

A CV report now found that 45% of employees say Suggestions are rarely operatedand less than half I think their company actively supports improvements. This disconnection sends a clear message: the speech has no point. Over time, employees cease to engage, feedback programs lose their credibility and Culture at work suffer.

I worked for a company for 20 years. Every year, we completed the employees surveys and every year, they were crickets. I have never heard what happened next. I never knew if our contribution led to changes or if it was simply deposited and forgotten. After a while, people stopped taking the polls seriously, because they didn’t think their voices are counting. The problem was that the company never closed the loop, allowing employees to know what their feedback did.

Leaders are too stressed at work to act on employees’ needs?

Leaders may want to take action, but many are too buried in everyday requests to give priority. The perceptyx study found that over 40% of human resources leaders say that the jobs have become significantly heavier in the last year, 30% have been given to leave the land as a whole, and a quarter are already feeling burnt.

This pressure is not limited to HR. Managers and senior leaders in industries deal with heavier work volumes, close budgets and competing priorities. The intention to act on the feedback is there, but time and resources are so thin that the execution continues to be pushed aside.

While listening is such a critical part of creating a culture of curiosity, when listening is followed by inaction, the result is a frustrating loop in which employees feel ignored, and leaders feel blocked.

Ignoring employee feedback can make work more stressful

Failure to comply with employee feedback has real consequences on business performance.

• Lower engagement leads to less motivated employees and weaker performance
• Higher turnover increases expenses with employment and training
• Missed opportunities prevent companies from approaching problems before increasing

Employees are often the first to observe inefficiencies, customer pain points and culture problems at work. If companies do not act on this knowledge, they lose a competitive advantage.

What can leaders do to act on feedback without adding their stress?

The solution does not collect more feedback. It is easier to act on the feedback that already exists. Companies that successfully transform perspectives in action focus on several key strategies.

Helps find others who actually acted on feedback. I talked to Mike Dulworth at HrNxt, who told me that theirs Global network organization It addresses this problem by giving human resources leaders a place to find out what works for their colleagues. In a time when there is so much uncertainty, the network can be the key to learning the tried and true ways to cope with the whole stress.

Too many priorities make work more stressful?

The attempt to solve everything from a time leads to exhaustion and inaction. A McLean & Co. report He found that companies that focus on less, well -executed listening goals see better results than those that spread their efforts too thin.

Leaders should look for models in employee feedback and approach one or two major themes simultaneously. Whether it is the improvement of internal communication, the Burnout approach or the refining of workflows, a target The approach creates confidence Faster than trying to repair everything simultaneously.

Stress leaders communicate what happens to feedback?

Silence after a survey is worse than not asking for feedback at all. Employees do not expect immediate changes, but expect to know what is happening.

Periodic updates, either through emails, company meetings, or by check-in, employees are informed. Even if a problem will take time to approach, transparency assures employees that their voices matter.

Should leaders stressed to share responsibility?

Human resources teams and superior management cannot have the entire burden of acting on feedback. Managers play a key role in approaching concerns at the team level. When feedback is treated as a responsibility throughout the company, small changes can happen faster, which leads to visible improvements.

Encouraging managers to take measures on the specific feedback of the department prevents problems from accumulating at the top and makes solutions to feel more personal and efficient.

Will stressed leaders act before employees stop talking?

Employees are ready to provide feedback, but if nothing changes, they will stop. Leaders want to take measures, but without time, clear resources or priorities, they remain blocked. The stress reduction solution is not more surveys or more initiatives. It is about prioritizing the action, communicating progress and ensuring that the responsibility for the experience of the employees is shared throughout the organization. Companies that realize that they will earn more than just employed employees. They will earn a workforce that trusts the management, will contribute to significant changes and lead better business results. The real question is whether the leaders will act before the employees stop talking.