Spoiler Alert: Your Employees Already Have Opinions About The Company & Leadership
When a workplace becomes a feeling (a good one), people stay longer, refer great talent, and do their best work—because they’re connected and feel heard. if
you’re not asking your team how they feel, you’re just… guessing. Asking for feedback isn’t a “nice-to-have.” It’s a revenue growth strategy.
The Stats Don’t Lie
Organizations with high-trust cultures don’t just have happier employees—they see business returns. Teams in these environments report 74% less stress, 50% higher productivity, and 76% more engagement (Harvard Business Review). That translates to lower burnout, fewer sick days, and more output per
headcount.
And it’s not just about culture—it’s about results. Companies that act on employee feedback experience a 4x increase in engagement (Gallup). More engaged employees directly impact customer experience, retention, and ultimately, revenue growth.
The bottom line: listening pays. Employees who feel heard are 4.6x more likely to feel empowered to do their best work (Salesforce). Empowered employees innovate, serve customers
better, and drive the kind of performance that shows up in the P&L.
Feedback isn’t fluffy—it’s a business lever. The question isn’t should you ask—it’s how fast can you ask, listen, and act?
- Ask. Send out an employee survey or quick poll.
- Listen. Don’t just collect feedback for show—actually hear it.
- Act. Nothing kills trust faster than ignored feedback.
Culture is how people feel when they show up every day. If you’re wondering, “Do my employees feel this way about our company?” — let’s stop guessing and start asking. I’ll help you design a survey that gets answers you can use. A strong culture is built on
trust, feedback, and leaders who care enough to ask, listen, and act.
