Why Your People Have Stopped Talking (and How to Get Them Back)

Let’s be honest:
Your employees aren’t tired of sharing their thoughts—they’re tired of sharing them into a void.​

When feedback disappears without acknowledgement or follow-through, trust erodes. That’s what people are really fed up with — not the surveys themselves, but the silence that follows.

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The Real Issue: Inaction Fatigue

Collecting employee feedback has become standard practice, with organisations deploying pulse surveys, town halls, and focus groups. However, many leaders struggle to translate this input into meaningful insights and concrete actions. This gap between gathering information and responding effectively can diminish the value of employee feedback over time.

The Consequences of Ignoring Feedback

• Decreased Engagement: Employees who feel their feedback is ignored are more likely to disengage. In fact, 41% have left a job because they felt unheard.
• ​Reduced Participation: When employees believe their input won’t lead to change, they’re less inclined to participate in future surveys, leading to lower response rates and less reliable data.​
• Eroded Trust: A lack of action on feedback can erode trust in leadership, making it harder to implement future initiatives.​

Strategies to Combat Inaction Fatigue

So how do you move from collecting feedback to actually doing something with it?

It starts with rebuilding trust. That means making it crystal clear to your people that their input isn’t going into a black hole – it’s sparking real action. The good news? You don’t need more surveys. You need to do more with what you’ve already got.

Here’s how bold, action-led organisations are tackling inaction fatigue head-on:

1. Prioritise Action: Focus on acting upon existing feedback. Demonstrating that employee input leads to tangible changes can rebuild trust and encourage future participation.​
2. Communicate Transparently: Share what actions are being taken in response to feedback. Transparency engenders a culture of trust and shows employees that their voices matter.​
3. Empower Managers: Equip managers with the tools and training to address feedback effectively. When managers respond to feedback, their teams experience about 30% less attrition.
4. Implement Continuous Feedback Loops: Move beyond annual surveys to regular, concise pulse surveys that allow for timely insights and quicker responses.​ Employees need to be able to have a voice and be heard in a timely manner.

Trickle: Bridging the Gap Between Feedback and Action

At Trickle, we understand the challenges organisations face in turning feedback into action. Our platform is designed to:

Identify Key Issues: Highlight the most pressing concerns raised by employees.​

Facilitate Collaborative Solutions: Encourage team involvement in addressing challenges.​

Track Progress: Monitor the implementation of solutions and their impact over time.​

Our impact speaks for itself:

• 74% of issues raised through Trickle lead to action.​
• 61% of concerns reach a positive outcome.​
• Actions are implemented 300% faster than traditional methods.​

Take the First Step Towards Meaningful Change

Ready to transform how your organisation handles employee feedback?

👉 Take our Employee Voice Healthcheck
Discover how your organization can better listen, act, and thrive.​

Because collecting feedback is just the beginning—taking action is what truly matters.

Want to see how Trickle helps turn your employee feedback into action? Book a demo now and we’ll show you how.