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Active listening to employees is beneficial to create trust and good communication within the work teams

Feedback is a fundamental element of employee well-being. In the vast majority of cases, employees do not receive constructive and continuous feedback, often creating the wrong atmosphere in the office. 

Feedback is also given the other way round: from the employee to the manager. According to a study by Officevibe's Pulse, 30% of employees do not feel that their companies give enough importance to their opinions. 

Dealing with feedback within work teams is an important task for those who manage departments or the firm itself, because of the benefits of listening to feedback and constructive criticism from employees. To achieve this, two elements are needed: trust and communication.

It is recommended that a series of meetings be set up, either individually or in groups, where employees can express their opinions on the firm's progress, on the changes they see necessary. Through these meetings, care should be taken to ensure that the comments are constructive, that is, that they seek the common good of the organisation without incurring in negative appeals against a group of the company or against specific individuals.

Encouraging positive and constructive feedback within the office is a primary objective. This is why feedback is particularly important. For example, if, in a law firm, the employees themselves constantly comment negatively, the general mood in the office will worsen considerably, putting at risk productivity, adaptation to adversity, among other circumstances.

Therefore, managers and directors need to be resilient in the face of feedback, both positive and negative, from their employees. Because feedback is going to exist anyway.