How to Measure Employee Feedback: 10 Best Strategies With Examples

Just like a good listener will pick up on both spoken words and unspoken cues, feedback should dig deeper than surface-level responses. Read on to unpack how to best measure employee feedback to reveal the most honest and actionable insights.

Measuring employee feedback involves actively tracking what employees think, feel, and need in order to thrive in their roles. To build a truly people-centric organization, leaders need to learn how to track employee feedback, analyze employee feedback, and act on key insights to improve employee satisfaction and engagement.

Understanding why to measure employee feedback comes first, however. Think of it like decoding a conversation: employees may not always spell out what they need or feel, but their feedback offers valuable clues for organizational improvements and growth.

That’s why in this guide, we’ll explore how to collect employee feedback, how to measure employee feedback, how to track employee feedback, and how to analyze employee feedback. At the end of this post, you’ll have actionable strategies and tools for improving your employee feedback game!

Why Collect and Track Employee Feedback

Collecting and tracking employee feedback helps organizations build a more engaged and motivated workforce. Here are a few key reasons why measuring employee feedback is important for IC pros:

• Improves employee engagement: Employees who feel heard are more motivated and productive.
• Boosts retention: Feedback identifies potential issues before they cause employees to leave.
• Enhances company culture: An open culture where feedback is received and acted upon fosters trust and transparency.
  

Unsure of how to measure employee feedback effectively? Read on as we break down the employee feedback tools that will jumpstart more effective two-way communication. For more on the importance of feedback, visit our blog: The Importance of Employee Feedback.

How to Collect Employee Feedback

Before you can analyze feedback, you need to collect it. More specifically, you need to collect it well and often. Here are a few ways to gather feedback and track employee feedback:

• Employee feedback surveys: Provide structured insights on topics like job satisfaction and workplace improvements.
• Pulse surveys: Short, frequent surveys that capture real-time feedback trends.
• One-on-one meetings: Personalized conversations allow for in-depth feedback.
• Anonymous feedback tools: Ensure employees feel safe sharing honest thoughts.
  

Want to learn more? Check out our detailed guide: How to Collect Employee Feedback.

10 Best Strategies to Measure Employee Feedback

Measuring employee feedback is primarily about collecting opinions but using the right strategies, tools, and techniques to transform feedback into meaningful change. Here are the 10 best strategies to measure employee feedback with detailed guidance on when and how to use them effectively.

1. Use employee feedback surveys

Employee feedback surveys are one of the most reliable ways to measure employee feedback and benchmark job satisfaction, overall engagement, and sentiment. Surveys allow you to track changes over time and make data-driven improvements based on employee feedback analysis.

When to use:

• During annual performance reviews.
• After major organizational changes.
• As part of regular engagement initiatives.
  

Sample questions to ask:

• “Do you feel valued at work?”
• “Do you believe leadership listens to your feedback?”
• “What would you change about your current role?”
  

How to analyze this employee feedback:

• Use quantitative analysis to track employee feedback trends.
• Segment results by department, role, or location to uncover specific issues.
• Compare current survey results with past data to track improvements.
  

Tools to use:

• ContactMonkey
• SurveyMonkey
• Officevibe
  

Actionable examples:

• Example 1: A company used employee feedback software to discover that employees were struggling with their workloads. They adjusted project timelines, which led to a 15% improvement in engagement scores.
• Example 2: After conducting a survey on employee feedback, an organization introduced wellness programs that addressed stress concerns raised by employees.
  

Key considerations:

• Keep surveys short and focused to encourage participation.
• Use a mix of multiple-choice and open-ended employee feedback questions to gather both quantitative and qualitative data.
• Always follow up on survey results to build trust and show employees that their feedback is being measured and implemented.
  

🎁 BONUS: Looking into how to use surveys in internal email? This guide will help!

2. Conduct pulse surveys

Pulse surveys are short, frequent surveys that help organizations track employee feedback in real-time. They allow you to measure employee sentiment regularly and identify issues before they escalate.

When to use:

• After implementing new policies.
• During organizational changes.
• To monitor ongoing employee satisfaction.
  

Sample questions to ask:

• “How do you feel about your workload this week?”
• “Do you have the tools you need to perform your job effectively?”
  

How to analyze this employee feedback:

• Use sentiment analysis tools to gauge emotional tone.
• Look for recurring trends to understand how employee satisfaction changes over time.
• Combine quantitative data from pulse surveys with open-ended feedback to get a fuller picture.
  

Tools to use:

• ContactMonkey
• TINYpulse
• Qualtrics
  

Actionable examples:

• Example 1: An HR team used pulse surveys during a transition to remote work. The feedback helped them adjust remote policies to better support employees.
• Example 2: A company used pulse surveys to monitor engagement after a merger. The real-time feedback allowed leaders to address concerns quickly.
  

Key considerations:

• Keep pulse surveys brief (5-10 questions) to avoid fatigue and leverage different types of pulse surveys.
• Ensure the questions are relevant to current events or workplace initiatives.
• Use pulse surveys to continuously measure employee feedback rather than waiting for annual surveys.
  

3. Facilitate one-on-one feedback sessions

One-on-one meetings provide a personalized way to track employee feedback and build stronger relationships between managers and employees. They allow employees to share detailed feedback and feel heard in a safe environment.

When to use:

• As part of regular performance reviews.
• During onboarding and exit interviews.
• After completing major projects or milestones.
  

Sample questions to ask:

• “What are you most proud of in your work?”
• “What challenges are you currently facing?”
• “How can I better support you in your role?”
  

How to analyze this employee feedback:

• Document key themes from each session to identify recurring trends.
• Use insights from one-on-one sessions to adjust team processes and improve employee experiences.
  

Tools to use:

• Lattice
• Peoplebox
• Notion (for tracking feedback and follow-ups)
  

Actionable examples:

• Example 1: A manager used one-on-one meetings to identify that several employees felt overwhelmed by back-to-back meetings. As a result, they introduced “meeting-free” days.
• Example 2: One-on-one sessions revealed that employees wanted more career development opportunities, leading the organization to launch a mentorship program.
  

Key considerations:

• Create a safe, confidential space to encourage honesty.
• Use open-ended employee feedback questions or job satisfaction survey questions to spark meaningful conversations.
• Follow up on key points discussed to show that their feedback is being taken seriously.
  

4. Leverage anonymous employee feedback tools

Using anonymous employee feedback tools allows employees to share their thoughts without fear of judgment or negative repercussions. This is particularly helpful for gathering honest input on sensitive issues such as workplace culture, leadership, and well-being. Anonymous employee feedback promotes psychological safety and encourages employees to be open about their experiences.

When to use:

• To gather honest feedback on leadership performance or workplace policies.
• During diversity, equity, and inclusion (DEI) initiatives.
• After organizational changes, such as restructuring or policy updates.
  

Sample questions to ask:

• “Do you feel comfortable raising concerns at work?”
• “What changes would make your work environment more supportive?”
• “Do you feel your feedback is listened to and acted upon?”
  

How to analyze this employee feedback:

• Use employee feedback tools to conduct sentiment analysis and identify trends in responses.
• Cross-reference anonymous feedback with survey data to uncover recurring issues.
• Look for patterns in employee feedback analysis to take targeted actions.
  

Tools to use:

• ContactMonkey
• Suggestion Ox
• TINYpulse
  

Actionable examples:

• Example 1: A tech company used anonymous employee feedback tools to identify a lack of trust in leadership. As a result, they launched a transparency initiative to improve communication.
• Example 2: An HR team discovered burnout concerns through anonymous feedback. They implemented wellness programs and saw a 30% reduction in employee stress levels.
  

Key considerations:

• Reassure employees that their feedback is completely anonymous to build trust.
• Clearly communicate how anonymous feedback will be used to improve the workplace.
• Regularly act on anonymous employee feedback to demonstrate that leadership is listening and responsive.
  

5. Implement employee feedback software

Employee feedback software streamlines the process of collecting and analyzing feedback across your organization. It automates survey distribution, tracks real-time responses, and provides detailed reports for better decision-making. Using employee feedback tools ensures no insights are overlooked, and leadership can take action quickly.

When to use:

• To gather feedback after company-wide announcements or changes.
• For tracking ongoing employee sentiment through automated pulse survey tools.
• During annual performance reviews or engagement surveys.
  

Sample questions to ask:

• “Do you feel leadership communicates effectively?”
• “What changes would improve your daily work experience?”
• “Do you feel supported in your professional growth?”
  

How to analyze this employee feedback:

• Use built-in analytics to track response rates, sentiment trends, and engagement scores.
• Compare feedback across different departments to identify specific areas of improvement.
• Generate reports for leadership to present clear, actionable insights.
  

Tools to use:

• ContactMonkey
• Culture Amp
• Officevibe
  

Actionable examples:

• Example 1: A company used employee feedback software to identify declining engagement rates in their customer service team. They adjusted workloads and improved training programs, leading to a 20% increase in satisfaction.
• Example 2: An organization tracked responses through employee feedback tools and noticed recurring feedback about outdated systems. They upgraded their tools, improving productivity and morale.
  

Key considerations:

• Choose software that integrates with your existing platforms (e.g., Outlook or Gmail).
• Ensure the tool offers real-time analytics for continuous employee feedback measurement.
• Use automation features to schedule regular surveys without overburdening employees.
  

6. Measure employee retention rate

Employee retention rate is a key indicator of overall employee satisfaction and engagement. Tracking retention over time provides valuable insights into how well your organization is meeting employee needs and addressing concerns raised through feedback.

When to use:

• As part of regular HR reporting.
• After implementing major workplace changes.
• To monitor the impact of employee engagement initiatives.
  

Sample questions to ask:

• “What factors would make you stay with the company long-term?”
• “Do you feel there are growth opportunities for you here?”
• “What improvements could reduce your workload or stress levels?”
  

How to analyze this employee feedback:

• Identify trends in turnover rates and correlate them with survey data.
• Use exit interviews to gather employee feedback from those leaving the company.
• Compare retention rates before and after new policies or programs are introduced.
  

Tools to use:

• ContactMonkey
• BambooHR
• PeopleSoft
  

Actionable examples:

• Example 1: A company noticed a spike in turnover in their marketing department. They used feedback from exit interviews to adjust workloads and provide clearer career paths.
• Example 2: An organization tracked employee feedback about burnout and saw a correlation with rising attrition rates. They introduced wellness initiatives, resulting in improved retention.
  

Key considerations:

• Combine retention data with qualitative employee feedback surveys to identify root causes of turnover.
• Track retention by department, location, or tenure to uncover patterns.
• Use retention data to predict future risks and take proactive measures.

7. Track employee engagement scores

Employee engagement scores measure how connected employees feel to their work and organization. Tracking engagement levels over time helps you analyze employee feedback and identify opportunities to improve productivity and morale.

When to use:

• During annual engagement surveys.
• After leadership or policy changes.
• As part of regular performance reporting.
  

Sample questions to ask:

• “Do you feel inspired by the company’s mission and values?”
• “How motivated are you to go above and beyond in your role?”
• “Do you feel recognized for your contributions?”
  

How to analyze this employee feedback:

• Use trend analysis to track engagement scores over time.
• Segment scores by team, location, or department to identify specific areas for improvement.
• Compare engagement scores with other metrics, like retention rates and productivity.
  

Tools to use:

• ContactMonkey
• Gallup Q12
• Culture Amp
  

Actionable examples:

• Example 1: A company tracked engagement scores and noticed a dip in their operations team. They introduced weekly check-ins, which improved scores by 15%.
• Example 2: An organization correlated low engagement scores with feedback about unclear communication. They revamped their internal communication strategy, leading to a significant improvement in engagement.
  

Key considerations:

• Use employee feedback tools to track engagement scores regularly.
• Focus on action plans to address areas with low scores.
• Communicate engagement results transparently to employees and involve them in improvement initiatives.
  

8. Hold focus groups for employee feedback

Focus groups allow you to gather qualitative employee feedback by engaging employees in in-depth discussions. They are especially useful for exploring specific themes, validating survey findings, and generating new ideas for improvement.

When to use:

• To explore specific issues raised in employee feedback surveys.
• During the development of new policies or programs.
• To gather input on workplace culture initiatives.
  

Sample questions to ask:

• “What do you think about the recent changes to our remote work policy?”
• “What would improve communication within your team?”
• “How can we better recognize your contributions?”
  

How to analyze this employee feedback:

• Record and transcribe focus group sessions for analysis.
• Look for recurring themes and ideas across groups.
• Use insights to adjust policies or programs.
  

Tools to use:

• Zoom (for virtual focus groups)
• Otter.ai (for transcription)
• Trello (for organizing feedback and action items)
  

Actionable examples:

• Example 1: A company held focus groups to gather feedback on a new performance review process. They made adjustments based on employee input, leading to greater acceptance of the process.
• Example 2: An HR team used focus groups to gather feedback about diversity and inclusion and developed new training programs based on the discussions.
  

Key considerations:

• Ensure focus groups are diverse and represent different employee segments.
• Create a safe space for open, honest dialogue.
• Follow up on focus group feedback with clear action plans.
  

9. Roll out employee recognition programs

Recognition is a powerful form of employee feedback that communicates to employees that their contributions are valued. By tracking how often employees receive recognition and analyzing the types of behaviors being recognized, organizations can measure employee engagement and understand what drives performance.

When to use:

• To improve workplace morale and engagement.
• After implementing new initiatives to track their impact on behavior.
• As part of ongoing efforts to build a positive workplace culture.
  

Sample questions to ask:

• “Do you feel recognized for your contributions at work?”
• “How often do you receive feedback or praise from your manager?”
• “What type of recognition is most meaningful to you?”
  

How to analyze this employee feedback:

• Track the frequency and types of recognition given across teams and departments.
• Look for patterns in how recognition impacts engagement and retention rates.
• Use qualitative feedback to improve your recognition programs.
  

Tools to use:

• Achievers
• Bonusly
• Kazoo
  

Actionable examples:

• Example 1: A company implemented a recognition tool to track peer-to-peer feedback. The data showed that employees who received frequent recognition were 30% more likely to stay with the company.
• Example 2: An HR team noticed that employees in certain departments weren’t receiving enough praise. They introduced manager training on giving meaningful feedback, which improved overall engagement.
  

Key considerations:

• Make recognition programs consistent and fair to avoid perceptions of favoritism.
• Use both formal and informal recognition to gather a wide range of employee feedback.
• Measure the impact of recognition on engagement and satisfaction scores over time.
  

10. Use sentiment analysis to measure open-ended responses

Sentiment analysis is a valuable technique for analyzing employee feedback from open-ended survey questions, emails, or other written communications. It helps organizations identify the emotional tone of feedback and spot patterns in employee satisfaction and engagement.

When to use:

• To analyze open-text responses in surveys.
• For monitoring employee sentiment in anonymous feedback tools.
• During times of change or uncertainty.
  

Sample questions to ask:

• “What would you change about the company to improve your experience?”
• “What’s one thing you love about working here?”
• “How do you feel about your team’s communication?”
  

How to analyze this employee feedback:

• Use sentiment analysis tools to identify whether feedback is positive, negative, or neutral.
• Look for common themes in feedback to uncover trends in employee satisfaction.
• Combine sentiment analysis with quantitative data for a complete picture.
  

Tools to use:

• ContactMonkey
• MonkeyLearn
• Qualtrics
  

Actionable examples:

• Example 1: A company used sentiment analysis on exit interviews and found that most departing employees mentioned a “lack of growth opportunities” as a key reason for leaving. In response, the company launched a new career development program.
• Example 2: An organization tracked employee comments in anonymous feedback tools and identified a growing concern about workload stress. They adjusted workloads, resulting in a 15% reduction in negative feedback.
  

Key considerations:

• Ensure you’re analyzing a large enough sample size to get accurate insights.
• Use sentiment analysis as part of a broader employee feedback measurement strategy to validate findings from other methods.
  

How to Improve Employee Feedback

Improving employee feedback involves creating a culture of open communication, ensuring feedback processes are consistent, and acting on feedback to drive meaningful change. Here are some concise ways to enhance your employee feedback measurement efforts:

1. Close the feedback loop: Always share feedback results with employees and communicate what actions will be taken to close the employee feedback loop.
2. Use multiple feedback channels: Incorporate surveys, pulse surveys, one-on-one meetings, and anonymous tools to capture a variety of insights.
3. Ensure feedback is ongoing: Don’t wait for annual reviews; use real-time employee feedback tools to make feedback a continuous process.
4. Act on feedback quickly: Employees are more likely to engage when they see their feedback leading to real improvements.
5. Train leaders on feedback best practices: Equip managers with the skills to give and receive feedback effectively.
   

How Can ContactMonkey Help You Measure Employee Feedback?

ContactMonkey makes it easy to measure employee feedback through seamless, real-time tools that improve engagement and drive action. Here’s how: 

• Embed employee feedback surveys directly in Outlook or Gmail to boost response rates.
• Track employee feedback with pulse surveys to monitor engagement and satisfaction over time.
• Use anonymous employee feedback features to gather honest insights on sensitive topics.
• Get detailed employee feedback analysis with automated reports and sentiment tracking.
• Save time with automated feedback tools that schedule surveys and analyze responses in real-time.
• Collect employee feedback, gather examples, and trends across teams to make data-driven decisions through our analytics dashboard.
• Use our employee feedback software to close the loop by acting on feedback and improving workplace culture.

Ready to transform your employee feedback strategy? Book a FREE demo with one of our team members, today!