Making continuous feedback a part of your culture takes time.
...It's totally normal to struggle at first!

If your team seems to struggle with prioritizing sharing their feedback through Successteam, here are five ways you can increase their incentive.

To keep the motivation to share feedback high, you need to make sure you powerfully communicate the meaning and purpose of using the tool in the first place. Maybe you already did it, but sometimes we need to repeat ourselves a few times for people to really understand and feel the message we are trying to convey.

Here are some points to remind your team of: 

• "If you don't share your feedback, you won't have a say in the improvements we implement, and I really want everyone on our team to be seen and heard." 
• "I can't fix what I don't know is a challenge! Only if you share your thoughts can I improve your well-being and working conditions."
• "I know I am asking you to put in an effort, but I promise I will equally make efforts to improve based on it." 
• "Remember, it's anonymous! I can't see your individual answers. I can only see an indication of what the majority feels. So you can freely share your feedback without being exposed in any way."

Set a collaborative goal, maybe a 90% or 100% response rate in the next loop, and put a motivational prize on the line. Preferably a reward you can enjoy together, like a fun activity, a dinner, or a celebration that your team will enjoy.

When introducing new processes, a "carrot" can help your make it fun to incorporate it into their daily routines. That way, they won't see it as a chore and be more inclined to give feedback.

A sure and easy way to ensure a high response rate is to have a bulletproof system in place. For instance, a scheduled time to give feedback is very effective.

For example, if you already have a recurring meeting, you can start the meeting by using five minutes to share feedback in Successteam. Or a similar process that works for your industry/company. Make it a part of the morning meeting, the to-do list, or the KPIs.

As a leader, the important thing is that you show that prioritizing a couple of minutes to give feedback should be as important as any other work task in your team.  

If someone in the team has consistently answered the feedback loop, give them a shout-out or recognition in a public setting.

Use it as a visual motivator for other employees, and at the same time, show appreciation to your team members that have committed to giving feedback!

Last but definitely not least, make sure to take action based on the feedback your team shares. Be vocal about it with your team and let them know what feedback you are acting on. 

Seeing their feedback have an impact will be the biggest motivator of all, and it'll encourage your team enormously to keep sharing. On the contrary, not making an effort to improve based on feedback will do the opposite. 

Remember, it's not always evident to your team which actions you take. So make sure you are not taking action in silence. Communicate what you are working on, and update your team along the way. 

You should incorporate your team as much as you can. Talk with them about the outcomes, ask them how they want to tackle it, and explain your chosen approach. Try to find a solution together. Make acting on challenges in your workplace a collaborative process your team can influence.

Here's a little bonus tip if you didn't already do it.😉

Make sure your team members download the mobile app so it is effortless to give feedback from anywhere.  

Good luck! We are sure you are just a few initiatives away from a 100% response rate.🙌🏻