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.



A Strategic Guide to Organization Restructuring, Part 1

By Jessica Jaithoo • September 29, 2025
Author: Ada Tai, MBA, CPHR, SHRM-SCP I’ve been watching the pace of corporate restructuring accelerate this year, and it’s striking how no sector seems immune. ConocoPhillips is reducing its global workforce by a quarter. Intel is preparing to slash 24,000 jobs in one of the largest shake-ups in its history. Salesforce is eliminating 4,000 positions as it doubles down on its AI strategy. Paramount Skydance, fresh off its blockbuster merger, is shedding up to 3,000 roles; while Hudson’s Bay, a retailer that’s been part of Canada’s identity for more than 350 years, is closing its doors and letting go of more than 8,300 employees. Add to that layoffs at Starbucks, Amazon, PwC, Burberry and even Recruit Holdings, the parent company of Indeed and Glassdoor 1 , and the picture becomes clear: we’re in the middle of a global restructuring storm, where technology, cost pressures, and shifting markets are re-writing the rules of work. In my recent conversations with business leaders, one theme keeps surfacing: many are contemplating a restructuring of their own. However, they’re not just looking to cut costs; they’re seeking a clear strategy. That’s what this guide is about: how to prepare for restructuring with purpose, clarity, and humanity. Step One: Define the "Why" Restructuring is one of the most complex decisions a company can make. Done poorly, it can destabilize operations and damage culture. Done well, it can reset the business for future success. The starting point is always the “why.” What problems are you solving? Common drivers include: Financial distress - Reducing costs and/or improving profit margin to stabilize the business Market changes - Pivoting toward new products, services, or geographical territories Technology shifts - Re-organizing to adopt AI, automation, or other innovations Efficiency and competitiveness: Streamline structures or flatten hierarchies The objectives must be specific, measurable, and aligned with the company's long-term vision. This "why" is the foundation for the entire plan and is essential for communicating with stakeholders. Step Two: Define the “What” Once the purpose is clear, organizations can proceed to define the scope. Which functions are absolutely critical to preserve? And which areas could be restructured, consolidated, or phased out? This stage is about mapping priorities. In my work with clients, I often find that once they clarify their non-negotiables, the rest of the plan comes into focus much more easily. Step Three: Plan the “How” Too often, companies jump straight to layoffs, but effective restructuring requires scenario planning. Before jumping to layoffs, I’d advise businesses test different options to see which will lead to the best results for their company. This might include a hiring or salary freeze, reduced hours, offering voluntary exits, retraining employees, or re-deploying talent to new roles. Each option carries different financial, operational, and cultural impacts. Running these scenarios before making cuts prevents costly missteps.  Equally important: restructuring can’t be run by a single department in isolation. Organizations need a cross-functional team of leaders, supported where needed by external advisors who bring objectivity and specialized expertise.

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.
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