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Last updated on Jan 6, 2025
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  3. Service Operations

Your team is reluctant to share feedback on service delivery. How can you encourage them to speak up?

If your team hesitates to share their thoughts on service delivery, fostering an environment of trust and openness is key. Here’s how to encourage them to voice their feedback:

- Establish regular, structured opportunities for feedback, such as weekly meetings or suggestion boxes.

- Emphasize the value of each team member's perspective and assure them that their input will be met with respect.

- Lead by example; share your own constructive feedback openly and respond positively to others' contributions.

How have you successfully encouraged your team to share more openly?

Service Operations Service Operations

Service Operations

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Last updated on Jan 6, 2025
  1. All
  2. Sales
  3. Service Operations

Your team is reluctant to share feedback on service delivery. How can you encourage them to speak up?

If your team hesitates to share their thoughts on service delivery, fostering an environment of trust and openness is key. Here’s how to encourage them to voice their feedback:

- Establish regular, structured opportunities for feedback, such as weekly meetings or suggestion boxes.

- Emphasize the value of each team member's perspective and assure them that their input will be met with respect.

- Lead by example; share your own constructive feedback openly and respond positively to others' contributions.

How have you successfully encouraged your team to share more openly?

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Help others by sharing more (125 characters min.)
33 answers
  • Contributor profile photo
    Contributor profile photo
    Rajat Sharma

    Program Manager | Delivering Impactful Tech Solutions | 8+ Years of Leadership in Mobile & Web App Development

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    1. Lead by Example: Share your own feedback and experiences, showing vulnerability when necessary. 2. One-on-one meetings and team retrospectives help create a structured space for feedback.

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    Philipp Kraft

    Managing Partner at Mindgroup | Scaling PE-Backed SaaS & Tech | EBITDA Expansion & Operational Excellence | Interim Executive & Transformation Leader | Neuroscience in Leadership | AI Strategy for PurposeDriven Projects

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    If your team clams up when it’s feedback time, it’s time to shake things up! 🔹 Make it Routine, Not Random – Weekly check-ins, anonymous polls, or a ‘Feedback Friday’ ritual can work wonders. 🔹 Ditch the Fear Factor – Reassure them that feedback isn’t a complaint fest but a glow-up opportunity. 🔹 Be the Change – Share your own feedback (even your own blunders!) to set the tone. 🔹 Gamify It – Reward the best insights with coffee, kudos, or the coveted “Office Sage” title.

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    5
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    Shailly Chhabra

    Vice President | Operations Leader | Customer Experience Visionary | Revenue-Driving Strategist | Global Transformation Leader

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    An open and transparent work environment is essential for fostering a culture where team members feel confident in voicing their opinions and feedback. When employees see that their perspectives are acknowledged and valued in a non-judgmental setting—especially by senior leaders—they are more likely to contribute actively. To facilitate this, it's important to engage in conversations with leadership beforehand, ensuring they understand the context behind the feedback. This helps create a constructive space where discussions are meaningful, aligned, and drive positive change within the team.

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    Luciano Dalio

    Coach Profesional Acreditado | Vendedor Profesional desde 2004 | Coach y entrenador de ventas | Brindo entrenamiento a vendedores profesionales | #ElMundoNecesitaVendedores

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    Lo que pregunto en este caso es: ¿por qué este equipo es reacio a comentar sobre esto? ¿No quieren, creen que no saben, o creen que no pueden? Si creen que no pueden, quizá es debido a la cultura de miedo reinante en la organización y ése es un problema que se resuelve a otro nivel de la misma. Ahora bien, si no quieren o creen que no saben, he comprobado que funciona muy bien mostrar el impacto positivo de la retroalimentación, o sea cuando: - Los comentarios de los empleados se toman en serio y se utilizan para realizar cambios y mejoras en la prestación de servicios. - Se comunica claramente cómo se han utilizado los comentarios y qué acciones se han tomado como resultado. - Se celebran los éxitos y logros obtenidos gracias al feedback.

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    Marnie McLeod

    Building practical information security & privacy programs into organisations with business leaders🔹Creating a hand's-on GRC coaching Cyber Rookie a coaching program🔹Virtual Cyber/InfoSec & Privacy Strategist 🔹VCISO

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    One thing I have found as a leader is to encourage open discussions - the good and the ugly. Having open discussions helps build confidence and trust. It’s also important to provide opportunities to those that may not necessarily speak up in groups settings. Currently we have an intern program in place and at the start of our weekly catch ups everyone is given a voice to express how they are feeling on the program delivery where they comment on the good and not so good.

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    3
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    Maria Gina Valenzuela, CPP®

    Project Manager | Payroll Manager | Business Consultant | Customer Success and Delivery

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    As a leader, it is important to lead by example. I will demonstrate how to provide both positive and constructive feedback during feedback sessions. It is also necessary to have regular check-ins. I will schedule feedback sessions during team meetings or one-on-ones to normalize giving feedback by making it a part of the routine.

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    3
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    Stephen Quander

    District Director | Executive Coach | Author of Lessons in Leadership Vol1 | Realtor

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    Building a culture of open feedback starts at the top. If your team is hesitant to speak up, try this: Make Feedback a Habit – Regular check-ins and open-door policies set the tone. Eliminate Fear – Reassure your team that feedback drives solutions, not consequences. Act Fast – Show that feedback leads to real change to build trust. Lead by Example – Share your own areas for growth and ask for input. When feedback feels safe and valued, teams thrive.

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    3
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    Jean Paul TURPIN

    🎓 Directeur de CFA | Ingénierie Pédagogique & EdTech | Développement de Partenariats Formation | Innovons ensemble dans la Formation !

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    Dans une petite équipe à taille humaine, où la proximité et la collaboration sont essentielles, j’ai trouvé que la clé pour encourager le partage d’idées réside dans la création d’un espace où chacun se sent écouté et valorisé. En instaurant des rituels simples, comme des points d’échange hebdomadaires informels ou des moments dédiés à la résolution de problèmes en groupe, on favorise une dynamique où tout le monde se sent impliqué. L’accent est mis sur l’entraide et la bienveillance : chaque idée, même modeste, est considérée comme une pierre angulaire pour améliorer nos services. En tant que leader, nous nous efforçons de montrer l’exemple en partageant nos propres retours et en reconnaissant ouvertement les contributions de chacun.

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    Juliane Marques

    Gestão Administrativa | Processos e Planejamento Operacional | Análise de KPIs | Suporte Estratégico à Liderança | Governança e Compliance

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    Ótimo ponto! Muitas vezes, o recebimento de compartilhar feedback vem da falta de confiança no que será feito com ele. O que tenho visto funcionar melhor é garantir que o feedback gere impacto real. Já participei de situações em que a implementação de pequenas mudanças sugeridas pela equipe gerou um efeito muito positivo na motivação e na comunicação. Afinal, quando as pessoas percebem que suas opiniões são valorizadas, elas se sentem mais inclinadas a compartilhar.

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