How to Use Feedback to Boost Employee Retention
Published: August 5th, 2024
Updated: January 12th, 2026
Everyone wants to feel like their voice matters at work. When employees are invited to share honest feedback, and they see that feedback lead to real change, it builds trust, connection, and a deeper sense of belonging. Feedback isn’t just about fixing problems; it’s about showing people that they’re seen, supported, and valued. And when that happens, they’re far more likely to stick around.
How Often Should You Collect Feedback?
More than once a year. Quarterly surveys, monthly team check-ins, and key moments like onboarding (30/60/90-day) help you create a rhythm that feels natural and expected, not awkward or reactive.
What Questions Should You Be Asking?
Great feedback comes from thoughtful prompts. A few powerful ones:
- What’s something that’s working really well for you right now?
- Is there anything we could be doing better as a team or company?
- Do you feel supported in your role?
Open-ended questions like these invite honesty and lead to insight.
What Happens After Feedback Is Collected?
This is where trust is built (or lost). After collecting feedback:
- Thank employees for sharing
- Look for patterns and themes
- Take visible action — even if it’s small
- Share back what changed (or what’s in progress)
When people see that their voice leads to action, they stay more engaged and loyal to the team.
How Culturello Helps You Build a Feedback Loop That Works
Culturello makes feedback easy, consistent, and actionable. Use built-in pulse surveys, automated prompts, and feedback workflows to check in with employees regularly — without adding more to your plate. Our tools help you collect input, spot trends, and respond meaningfully, so you can strengthen culture and reduce turnover before it starts.
