For many leaders, initiating a leadership or well-being survey can feel like a vulnerable experience. Some may have previously perceived it as a showcase, unconstructive criticism, or even a popularity contest.
But it doesn’t have to be that way. With a proactive approach and a strong organizational culture, leadership feedback can become a positive and constructive process that supports leaders’ growth and engagement. When feedback is collected continuously, it fosters a healthy feedback culture that promotes development and openness—rather than allowing frustrations to build up until they result in negative consequences.
A study by Job Satisfaction Knowledge Centre for well-being at work shows that the relationship between employees and their leader has four times more impact on job satisfaction than relationships with colleagues. That’s why collecting and receiving feedback on leadership practices is essential for overall well-being in the organization.
A safe and effective framework for leadership feedback
To ensure leaders feel safe and confident about the purpose, process, and outcomes of feedback, several important steps can be taken:
1. Focus on purpose and development
Clarify the purpose of the feedback for both the giver and the receiver. It might be to support the professional development of leaders or to ensure employee well-being. It’s also helpful to clarify what the feedback is not intended for, such as placing blame or passing judgment.
2. Clear process and early involvement
Make sure leaders are prepared for the process. In addition to understanding the purpose, they need a clear picture of their role, the timeline, and how insights from the feedback will be used and communicated. Involve leaders early in the process to create ownership.
3. Keep feedback objective and constructive
Prepare employees to provide feedback that is both factual and constructive. Clear communication across the organization helps create a sense of psychological safety for leaders.
4. Share positive examples
Emphasize that feedback is not just about identifying weaknesses, but also about recognizing and leveraging strengths. Sharing positive examples from the feedback helps cultivate a growth mindset and a more welcoming view of the process.
Acknowledge leaders’ participation and their willingness to learn and improve
5. Involve leaders in improvement efforts
Let leaders define their own development goals and actions based on the feedback. No one should feel ashamed of a poor score issues need to be brought to light so they can be addressed proactively.
6. Train leaders in receiving feedback
Provide training in how to receive feedback constructively. This helps leaders manage feelings of vulnerability and leads to more productive dialogue.
7. Ensure ongoing follow-up
Offer leaders regular follow-up sessions after the feedback process. This demonstrates that the organization is committed to their development and provides a space to address any concerns.
8. Implement gradually
If leadership feedback is new to the organization, a gradual rollout can give leaders time to adapt and get comfortable with the process
9. Avoid comparisons
When collecting feedback on multiple leaders, avoid comparing individual scores. Consider who should have access to what insights to prevent it from becoming a popularity contest. Many factors can influence the feedback leaders receive.
10. Create a culture of continous feedback
Build a culture where feedback is ongoing and not limited to surveys. This prevents issues from accumulating and surfacing only during formal measurements. Leadership surveys can support and enhance continuous feedback by providing structured insights.
Gain valuable leadership feedback with the GAIS leadership survey
Leadership can be both complex and challenging. Effective leadership requires continuous learning.
At GAIS, leadership is a key focus in our well-being surveys and in the GAIS Leadership Survey, which allows you to dive deeper into the state of leadership in your organization.
The Leadership survey highlights four key dimensions of leadership that have a significant impact on employee well-being. It is designed based on research from the Job Satisfaction Knowledge Centre.
With the Leadership survey, you can generate reports for all levels of your organization, ensuring everyone has insights to act on. You can conduct multiple surveys in the same series and track progress over time.
