The Importance of Employee Feedback for Identifying Crises

Author : Shannon Walker 

The Problem 

Regular employee feedback is necessary for a comprehensive risk management strategy. Employees, partners, investors and management are all key stakeholders in maintaining the health of your operations. Strong employee feedback mechanisms allow everyone to ask questions, provide suggestions, and report on ethical breaches or security risks. When feedback is taken and implemented, employees feel more valued, which helps to increase retention, foster trust and create a sense of mutual accountability. The reverse of this situation is low employee engagement and satisfaction and an increased risk of internal breaches. 

Understanding Employee Feedback 

Employee feedback in the workplace should be transparent, accessible, and enforce a culture of non-retaliation. This means all concerns are taken seriously, actionable steps are outlined and shared with respective parties, and employees do not fear that they will be punished for anything they have reported on. From workplace frustrations to more serious issues like organizational fraud and misconduct, the necessary procedures must be in place to encourage reporting and facilitate escalation when necessary.

Proactive Mechanisms for Conducting Employee Feedback 

Employee Feedback Surveys 

Organizations can generally keep their finger on the pulse of company culture and employee angst–if any—through regularly scheduled employee feedback surveys. Most organizations schedule surveys every few months that ask both closed-ended and open-ended questions. These surveys should be administered anonymously and can give a general idea of overall employee satisfaction with the organization. Unfortunately, employee feedback surveys fall short of finding situational insight and identifying specific areas needing improvement. 

1-1 Meetings

A better mechanism for gaining valuable information from employees on a regular basis is through having recurring 1-1 meetings between employees and managers at all levels. This includes having the highest-level executives meet with operational managers to help avoid large disconnects in compliance and company objectives from forming. These meetings share two-way flows of feedback where employees can bring their input and concerns to the table in an environment that is focused on their professional growth. Employees should feel comfortable sharing their concerns and have confidence that when a sensitive issue is brought forward, it will be escalated to the right person. 

Anonymous Reporting Tools 

Lastly, anonymous reporting tools are used in various industries, on both large and small scales, to help encourage employee feedback and mitigate crises before they happen. Employees are provided with a process to report any wrongdoing they’ve witnessed in the workplace. In the primarily digital workforce, most companies chose to implement an omnichannel reporting system that combines online intake and hotlines. Whether the employee is reporting to an agent directly or filling out an intake form, the goal is to create a comprehensive report of the complaint without recording identifiable information about the employee. 

Whether you decide to run your reporting tool internally or outsource to a third-party provider, you must ensure it is available 24/7/365 to encourage employees to make reports at their earliest convenience. Additionally, for larger, more diverse firms, having the reporting tool available in multiple languages will be crucial for creating a truly accessible tool and encouraging participation. Tracking reports in an organized and efficient manner will be vital for maintaining the integrity of the reporting system. By streamlining the filing process, cases will be forwarded to the appropriate department and allow for any necessary investigations to take place faster. 

Implement policies and processes for employee feedback

To increase confidence in feedback tools, all mechanisms for performance reviews and employees reporting their concerns should have outlined policies and best practices. Organizations must ensure all reports are dealt with in a timely manner through auditing regularly and keeping their reporting systems up to date. Managerial levels can help maintain the integrity of feedback and the process, by only sharing details on a need-to-know basis. Ensure your policy outlines what kinds of issues need transparency, versus what issues should be kept confidential. The anonymity clauses should be supported through robust anti-retaliation policies that confirm no employee will be reprimanded for coming forward, further solidifying your organization’s commitment to creating a speak-up culture.

There is no silver bullet solution for encouraging employee feedback in the workplace. However, having the right feedback mechanisms will be vital for identifying and addressing crises sooner. Combining surveys, 1-1 meetings and self-starting feedback tools with varying degrees of anonymity will help encourage a speak-up culture in your organization. Ensure you have the necessary policy in place for how to use these tools best then work to maintain a transparent environment and catch potential crises before it affects your business.

About the Author

Shannon Walker is the founder and president of WhistleBlower Security Inc. (WBS), a global provider of ethics reporting services and the EVP Strategy at Case IQ.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.

Leadership Risk Isn't Just a C-Suite Concern

By Marina Perkovic • July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
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