Here's how you can motivate employees to give feedback to their managers.

Trust is akin to saving money in a bank account; it must be built over time to be leveraged effectively. When employees feel valued and respected, they are more likely to share their thoughts and ideas, fostering open and honest communication in the workplace.

Below I have given some examples by which you can build trust in your employees so without any hesitation they can share their views. •Listen more than you speak •Solicit and act on feedback •Show appreciation every day •Empower your team by trusting them first •Focus on nonverbal communication and soft skills •Create an inclusive culture •Be honest and transparent

Encourage a culture where feedback flows freely, nurturing trust between employees and managers. Start by highlighting the value of feedback, emphasizing its role in growth and improvement. Create safe spaces for open dialogue, where employees feel heard and respected. Lead by example, actively seeking feedback yourself. Provide constructive feedback training, equipping both managers and employees with the skills to give and receive feedback effectively. Celebrate instances where feedback leads to positive outcomes, reinforcing its importance. By fostering a culture of trust and transparency, employees will feel empowered to share their insights, ultimately driving continuous improvement.

Motivating employees to give feedback to their managers hinges on fostering a culture of trust, psychological safety, and empathy. When employees feel assured that their feedback won't result in negative consequences, they're more likely to share openly. To achieve this, managers should demonstrate a willingness to receive feedback, express gratitude for it, exhibit vulnerability, and embody a growth mindset in their daily actions. This creates an environment where feedback is valued and encouraged, fostering continuous improvement and mutual trust.

What has worked for me over the years is to be open to perspectives, now that perspective can come from levels above you or even levels below you. This mindset shows in how you deal with feedback and suggestions. Appreciate the perspective shared and act on it based on validity, will ensure as a Leader you will keep getting inputs to improve as thats where the growth happens

Es responsabilidad del líder predicar con el ejemplo. No esperar procesos estandarizados previamente definidos para realizar estos procesos. Un líder que provoca el reconocimiento en su gente, genera lealtad y compromiso por lo que garantiza que el proceso de feedback sea transparente. Documentarlo puede ser muy bueno para que sirva de inspiración como buenas practicas, beneficios obtenidos y resultados logrados para otras áreas.

As an HR leader you need to be a role model. You can’t encourage feedback without actually getting some. Make it public that your team is allowed to give you feedback and that you want it. Sometimes the best feedback I’ve ever gotten where from my employees. They know a side of you that other people don’t and give you a unique point of view.

Em minha Mentoria, sempre enfatizo que a Liderança pelo Exemplo inspira e motiva a equipe. O Líder que demonstra os valores e comportamentos esperados do time, por exemplo: organização, comunicação eficaz, disciplina, pontualidade, priorização, comprometimento, ganha respeito e confiança dos colaboradores. É um jogo do GANHA-GANHA, porque todos criam um ambiente de integridade, congruência e responsabilidade, enquanto promovem um senso de propósito e coesão entre todos os membros da equipe e sua Liderança.

Offer various avenues for employees to provide feedback such as suggestion boxes, anonymous surveys, regular team meetings, or one-on-one discussions with managers. This ensures that individuals have options that suit their comfort level and preferred mode of communication.

Las encuestas o diagnósticos anónimos no fortalecen la relación del equipo por lo que sigue siendo vital contar con un clima de confianza y apertura para obtener info real de la diaria. Ya sea a través del impulso para usar canales internos o de forma más creativa buscando innovación en la propuesta de la retroalimentación y la presentación de soluciones conjuntas. Cuando lo que se va a decir viene acompañado de soluciones es mucho mejor recibida.

Garanta que os funcionários se sintam seguros ao fornecer feedback, garantindo a confidencialidade e o respeito pelas suas opiniões e preocupações. Isso pode ajudar a mitigar o medo de represálias ou retaliações por parte dos gerentes.

Try to do each month's training or employees engagement activities that ties together the company’s core values and culture concepts. The topic of trust is not specifically named, but the modules of the program are connected to trust. One module, “Respect and Assuming Positive Intent— You Are Unique,” encourages co-workers to recognize and appreciate the characteristics they have in common, as well as the qualities that make them unique and refreshingly different.

Training programs play a pivotal role in empowering employees, enhancing their skills, and driving organizational success. In today's rapidly evolving business landscape, offering training opportunities is not just a perk; it's a strategic investment in the future of the organization. Human Resources (HR) departments are at the forefront of designing, implementing, and evaluating these programs, ensuring they align with both individual development needs and the broader goals of the organization.

É preciso oferecer treinamento e desenvolvimento para funcionários e gerentes sobre como dar e receber feedback de maneira construtiva e eficaz. Isso pode incluir técnicas de comunicação, habilidades de escuta ativa e práticas para lidar com feedback crítico.

Highlight instances where employee feedback has led to positive outcomes or improvements within the organization. Publicly recognize and reward individuals for their valuable contributions, reinforcing the importance of feedback and encouraging others to participate.

In the dynamic landscape of modern workplaces, recognizing employee efforts is not just a matter of courtesy; it's a fundamental aspect of fostering motivation, engagement, and ultimately, organizational success. While recognition programs and initiatives are commonplace in many organizations, it's the human touch infused into these practices that truly distinguishes them and makes them meaningful. Human Resources (HR) departments play a pivotal role in designing and implementing these initiatives, ensuring that they resonate with employees on a personal level while aligning with the organization's goals and values.

Here, HRs can help by recognizing and rewarding employees who provide constructive feedback, and demonstrate how their inputs have led to positive change.

Celebre e reconheça os funcionários que fornecem feedback útil e construtivo. Isso pode ser feito por meio de elogios públicos, prêmios ou programas de reconhecimento que valorizam a contribuição dos funcionários para a melhoria contínua da organização.

Quando falamos em equipes, times, estamos abordando o contexto de uma Liderança Humanizada. Nessa o reconhecimento do trabalho, do resultado e do esforço são cruciais para a saúde e sucesso da equipe. Esse processo de valorização das competências e habilidades expressas em contribuições individuais e coletivas amplia a motivação e o engajamento de cada colaborador, por conseguinte um ambiente colaborativo, produtivo e saudável. Sempre que se reconhece o esforço, através de Feedback positivo cultivamos a Mentalidade Evolutiva, enquanto geramos satisfação, ambição positiva e a melhoria contínua na equipe.

I fervently believe that, by creating a culture that embraces feedback and demonstrates its value, as HRs, we can empower employees to speak up and contribute to the growth and success of the organization. Thank you.

You can motivate employees to give feedback to their managers by creating a safe and open environment where feedback is encouraged and valued. Provide anonymous feedback channels, offer recognition for constructive feedback, and demonstrate that their input leads to positive changes. Encourage regular discussions about feedback and its importance in improving processes and relationships.

The most motivating factor for employees feedback is when the system ensures responsibility and accountability. For instance, who is responsible for a task ? Within what time frame is this task supposed to be done? If not done within time who is to answer to questions ? Are there any sanctions for negligence or non performance? When there exist a culture like this already it only shows the way and motivation from employees to give feedback flows easily.