How do you create a culture of feedback and open communication to retain top talent? Can you share an example of how this has played out in your workplace?

Question

Navigating the complexities of workplace dynamics can be a daunting challenge, but building a robust feedback culture is key to retaining top talent. This article delves into practical strategies, fortified by expert insights, to establish and maintain a culture of open and constructive feedback. Learn how to cultivate an environment where honest conversations pave the way for growth and sustained success.

Margaret Buj · Answer

Creating a culture of feedback and open communication is essential for retaining top talent. Employees thrive when they feel their voices are heard and their contributions are valued. To build this culture, it's important to establish psychological safety—where employees are encouraged to share their ideas, concerns, and feedback without fear of judgment or repercussions. 
One key strategy is to normalize feedback as a two-way process. Managers should not only provide regular, constructive feedback but also actively seek input from their teams. For example, incorporating feedback discussions into 1:1 meetings or team retrospectives helps make open communication a habit rather than a rare event. 
In one organization I worked with, we introduced quarterly feedback sessions where employees were encouraged to share anonymous feedback on processes, leadership, and team dynamics. This feedback was then discussed openly during team meetings, with managers committing to specific actions based on employee input. One outcome of this process was streamlining workflows after employees highlighted bottlenecks in project approvals, leading to faster decision-making and increased morale. 
Additionally, we made a point to celebrate successes openly. By acknowledging team wins and individual contributions during all-hands meetings, we reinforced a positive feedback loop where employees felt seen and appreciated. The impact was clear—employee engagement scores increased by 15% in the following year, and voluntary turnover dropped significantly. 
Open communication fosters trust, alignment, and a sense of ownership, all of which are critical for retaining top performers. When employees know they can share feedback without fear and see tangible changes as a result, they're more likely to stay and contribute meaningfully to the organization's success.

Samantha Odo · Answer

Building a culture of feedback and open communication is essential for retaining top talent. We emphasize two-way communication and create regular opportunities for team members to share their ideas, concerns, and successes. When employees feel heard and valued, they're more likely to stay engaged and committed to the organization.
One way we foster this culture is through structured feedback sessions. For example, we implemented quarterly feedback cycles that include both manager-to-employee and employee-to-manager reviews. During these sessions, I encourage team members to discuss not only their performance but also what tools, processes, or support they need to excel. This approach has led to actionable changes, like introducing more flexible project management tools based on team feedback.
A standout moment came when a team member suggested streamlining our approval process for marketing campaigns. After discussing the idea during a feedback session, we implemented their solution, which reduced delays and empowered the team to work more autonomously. This small change boosted morale and improved productivity.
My advice to other leaders is to create a safe environment where feedback feels constructive and actionable. Regularly reinforce that open communication is a strength, not a critique. When employees see their feedback leads to real change, it builds trust, loyalty, and a stronger workplace culture.

Ronald Osborne · Answer

Creating a culture of feedback and open communication starts with leadership setting the tone. It's about fostering trust, ensuring that employees feel heard, and creating an environment where feedback is not just welcomed but actively encouraged. I've found that this starts with consistent, structured communication channels, regular one on one meetings, team check-ins, and anonymous feedback opportunities. 
But it's not just about listening, it's about acting on what you hear. Employees need to see that their input leads to meaningful changes. My years in the military, running businesses, and coaching leaders worldwide have taught me that clarity, consistency, and accountability are the cornerstones of open communication. When employees trust that feedback won't result in punishment or dismissal, they're far more willing to contribute ideas, share concerns, and collaborate for improvement.
An example that comes to mind is a mid-sized company I coached in the UAE that was struggling with high turnover among its top performers. After conducting a thorough assessment, I discovered a lack of communication between leadership and their teams. Using my expertise, I implemented a structured feedback loop that included monthly team meetings, a leadership "listening hour," and training for managers on delivering and receiving feedback. One of the ideas that surfaced during these sessions was a significant improvement to the company's onboarding process, which new employees had quietly struggled with for years. 
Within six months, engagement scores increased by 40 percent, and the company saw a marked improvement in retention of their best talent. This wasn't just about processes, it was about shifting the culture so that people felt valued and heard. When you take the time to build a foundation of trust and openness, employees don't just stay, they thrive.

David Batchelor · Answer

One thing that worked really well for us was our revamped approach to internal communication. It's the way we talk to each other—openly, honestly, and without any fancy corporate jargon getting in the way. We're big believers that the best ideas can come from anyone on the team, so we've made sure everyone has a real voice in shaping how we work. 
One of my favorite things we do is what we call "Feedback Fridays." Every second Friday of the month, our whole team gets together for some real talk about what's working and what isn't. And for those who might be a bit shy about speaking up in front of everyone, we've got an anonymous feedback tool too. 
A standout example of this in action was when several employees voiced concerns about project timelines and resource allocation. After gathering this feedback, we held a dedicated strategy session, reassessed priorities, and introduced automated messaging workflows (using our own platform) to streamline communication and reduce bottlenecks. 
This approach showed our team that when they speak up, real change happens. We're not perfect, but we're committed to creating an environment where people actually want to stay and grow with us. Because at the end of the day, it's not just about having a feedback system—it's about building a place where everyone feels like they're truly part of something bigger.

Abhishek Shah · Answer

I'll never forget a time when one of our top performers came to me with concerns about their salary. They weren't threatening to leave, but you could tell they felt undervalued. Instead of brushing it aside or waiting for a formal review, we sat down and had an honest conversation.
I asked them to share their thoughts openly, and I listened—really listened. We looked at their contributions, the market benchmarks, and our budget realities. It wasn't about throwing money at the problem; it was about finding a solution that worked for both sides. In the end, we adjusted their salary and added clear growth opportunities tied to their role.
The result? They stayed—and not just stayed, but came back more motivated and engaged. What I learned from that is simple: open communication isn't just about solving issues; it's about showing people they matter. When you do that, it builds loyalty that no compensation package alone can buy.

Ann Kuss · Answer

Creating a culture of feedback and open communication starts with regular check-ins with each team member. This is what we do in our company. Such milestones focus on development plans. We align them with the company's strategy, and identify any challenges early.
We also discuss growth opportunities. Examples include attending conferences or enrolling in courses to enhance specialists' skills. Clear communication and mutual understanding build trust. They significantly reduce the risk of top talent leaving unexpectedly.

Agata Szczepanek · Answer

My company's approach to creating a feedback and open communication culture revolves around using 360-degree feedback twice a year. This system allows employees to receive insights from managers, peers, and direct reports, ensuring a well-rounded perspective. By running this process biannually, feedback stays timely and actionable. We also provide training to help everyone give and receive feedback constructively, keeping the process fair and productive. 
For example, a senior team member used their 360 feedback to address communication gaps in their team. They implemented more transparent workflows and regular check-ins, significantly improving team collaboration and satisfaction. Embracing 360-degree feedback has become part of our company's DNA. It makes employees feel valued and heard, ultimately driving retention and strengthening our workplace culture.

Amy Mayer · Answer

We encourage transparency due to psychological safety—they know they can provide and receive feedback without fear of punishment. For example, once, one of our foreman carpenters suggested a tool he saw that could speed up the framing. Instead of management denying the recommendation, they tested it out and implemented it. It was not only a productivity increase, but it made the employees happy. When employees recognize that their feedback helps and is taken into account, they appreciate their boss even more, and increases in productivity further cement the atmosphere of mutual respect and collaboration.

Chris Hunter · Answer

The best way to encourage a feedback culture is for the leaders to set an example—encourage transparency, communication, and resultant change on a voluntary basis. We have bi-weekly check-in meetings to voice concerns and acknowledge positives. For instance, when one of our field supervisors alluded to an anticipated receipt date for our latest development project—a little earlier than intended; however, with some avoidable holdups on our end—we were able to amend a few due dates and fast-track others. It alleviated anxiety for those moving in, improved morale, and instilled a notion that employee feedback is implemented at the executive level, which retains quality talent.

Building a Feedback Culture: Tips for Retaining Top Talent

Building a Feedback Culture: Tips for Retaining Top Talent

Establish Psychological Safety for Open Communication

Foster Two-Way Communication

Leadership Sets Tone for Feedback Culture

Revamp Internal Communication Approach

Address Concerns Through Honest Conversations

Regular Check-Ins Build Trust

Implement 360-Degree Feedback System

Encourage Transparency and Implement Feedback

Leaders Set Example for Feedback Culture

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