“My door is always open.” “I value your input.”
We’ve all heard these phrases from leaders. Often paired with a charming smile and a well-intentioned ask for feedback, they seem to convey openness and inclusivity. But sometimes, that “open door” is just a facade, a box checked in the name of employee engagement, while the real power dynamics remain untouched.
Many employees know the feeling: they’re invited to speak up, only to have their voices quietly stifled behind closed doors. Maybe their feedback gets cherry-picked to align with leadership’s agenda, while anything challenging authority or status quo is conveniently ignored. This illusion of inclusivity is not only demoralizing, it’s also a waste of everyone’s time.
If leaders are serious about creating a culture where people can truly speak up, they need to move beyond empty words. It’s time to make upward feedback a structured, consistent part of the organization’s routine. Not just for appearances, but as a foundational tool for growth, accountability, and trust.
The Power of Regular Upward Feedback
Creating genuine openness in an organization means making space for upward feedback -not just in theory, but in practice. Implementing regular, structured upward feedback sessions sends a clear message: input from every level of the organization matters. It’s no longer about leaders opening their doors; it’s about making feedback a ritualized, intentional part of the organizational culture.
When upward feedback becomes routine, it’s harder to ignore. Regular sessions create a platform where employees can openly discuss their concerns, share ideas, and even challenge the status quo. And it allows leaders to receive feedback that isn’t filtered through layers of hierarchy or reshaped to fit personal agendas.
Holding Leaders Accountable to Their Own Promises
The issue with traditional feedback approaches is that often, only the “safe” ideas make it to the top. This is how the status quo is maintained, even in organizations that claim to prioritize innovation and inclusivity. People know when leadership only hears what they want to hear. And they see when certain issues are ignored or swept under the rug.
By implementing structured upward feedback sessions and tying them to the performance management process, leaders can start building accountability into their own behavior. When feedback is documented, reviewed, and tied to measurable goals, it shifts from a feel-good exercise to a real tool for growth and change. Leaders become accountable not just for listening, but for acting on what they hear.
Moving from Facade to Sincerity
Without a clear process, feedback can quickly turn into a hollow ritual. But when it’s tied directly to performance management, it takes on weight. Leaders are expected not just to accept feedback but to demonstrate a response, whether that’s by changing behaviors, adjusting strategies, or addressing concerns openly with their teams.
This approach isn’t just good for employees, it benefits the organization as a whole. When people see that their voices are respected and taken seriously, they’re more engaged. They’re more likely to take risks, bring fresh ideas to the table, and contribute fully. The “illusion” of openness transforms into genuine inclusivity, creating a workplace where everyone feels they can make a difference.
Measure What Matters
In the end, what doesn’t get measured doesn’t count. If upward feedback is going to be part of the organizational culture, it has to be more than a checkbox. Leaders need to track the feedback they receive, measure their response to it, and be transparent about the changes they’re making as a result.
If you’re a leader, it’s time to ask yourself: Are you inviting feedback as a formality, or are you prepared to listen and act?
Transforming words into action takes courage and humility. But the reward is a culture of trust, respect, and continuous improvement.
Move from illusions to sincerity. Make upward feedback a real part of your organization’s DNA. And watch the shift when employees see that their voices truly matter.
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