Balancing employee feedback with data for a talent strategy that works

Across industries, we’re hearing the same story: organizations are frustrated. They’re pouring time and money into employee engagement programs, recruitment initiatives, and new perks, but the results just aren’t there. Turnover is still high, engagement feels sluggish, and leaders are left scratching their heads, wondering what’s missing.

The problem often comes down to acting on feedback without the full picture. Most companies conduct some type of employee survey at least once a year, between 80-85% - but only 42% of those take meaningful action on the results of their surveys (Forbes).

Sure, employee feedback gives you a sense of what people are feeling, but without data to back it up, you might end up fixing things that aren’t really broken—or missing the chance to clear up a misunderstanding.

By combining feedback with data, leaders can focus on changes that actually make a difference, helping you dig deeper, find real issues, and create impactful talent strategies.

Understand potential gaps in employee feedback

Employee feedback, gathered through employee surveys, roundtables, performance reviews, or even casual conversation, captures the human side of your workplace—the experiences, emotions, and culture that shape your organization. This feedback can surface frustrations like lack of growth opportunities, challenges with work-life balance, unclear KPIs, or disruptive team dynamics.  

But alone, feedback can be incomplete or even misleading. Paired with data—like turnover stats, compensation benchmarks, or productivity metrics—you gain a much clearer, fuller picture. And together, these turn vague concerns into actionable insights.

Dig deeper with proven tools

Using tools like HTI's Workplace Analysis Report, which combines employee feedback with data, gives you a thorough and accurate view of what’s really happening.

For example, feedback about stalled career progression paired with turnover rates of tenured employees might reveal a gap in employee development. 

Or, if employees are saying they feel undervalued, but data shows competitive compensation, it might offer an opportunity to strategically communicate your market position. Maybe employees don’t know or understand the full value of their benefits, or maybe there’s a disconnect in how appreciation is expressed. Some employees value verbal praise or small acts of giving over compensation. Combining feedback with quantitative data allows you to connect the dots, so that you’re solving the right problems in the right way.

Take small, manageable steps

It’s easy for companies to feel overwhelmed by the sheer volume of employee concerns, and leaders often feel pressured to fix every issue or complaint. But, the reality is not all feedback requires radical change.

Some concerns might highlight opportunities for better communication or reveal areas where employees need more clarity rather than new initiatives. Use your data to objectively determine what action will have the most impact on change in your organization. Here are a few tangible, not-so-daunting actions to consider exercising:

• Keep a close eye: Sometimes you just need to keep an eye on things a little longer to see the full picture. Some observations may just be an early warning and trigger you to monitor closer through data, focus groups, or other feedback. 
• Communicate clearly: Sometimes, the issue isn’t a lack of action—it’s a lack of understanding. Often we'll see that employee perception is disconnected from what data shows. Clear up misconceptions or help employees see the bigger picture with proactive, consistent communication.
• Pick a starting point: Focus your energy on the areas where data and feedback align. These are the places where your efforts will have the biggest payoff for employees and the organization. Understand where you have opportunities for quick wins and implement action plans for areas requiring more planning. 
• Include employees: Not sure what will work? Engage employees in your processes by brainstorming ideas together. Pilot potential solutions on a small scale, involve employees in testing them, and use their feedback to refine your approach before implementing more broadly.
• Be transparent: Share what you’ve found, what you plan to do about it, and keep people up to speed with progress. Employees want to know their input matters and that you’re taking meaningful steps to make changes.
  
  

Only 24% of people think their leader consistently encourages suggestions for improvement. That 24% is about 12 times more likely to recommend the company as a great employer (Forbes). 

Balancing feedback and data isn’t just smart—it’s essential. When organizations utilize employee feedback as a strategic tool instead of just checking a box, real change happens.

HTI partners with employers build trust, drive accountability, and tackle challenges with clarity. Ready to get started?