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.



Celebrating the Stars of HR: Introducing Our 2026 Member Recognition Recipients

By Jessica Jaithoo • March 11, 2026
Inspired by the spirit of the Northern Lights, the CPHR Alberta Member Recognition Program reflects a core belief: excellence is for everyone, everywhere. Just as the northern skies stretch across Alberta, the Northwest Territories, and Nunavut, so too does the impact of HR professionals—our Stars of HR—who illuminate workplaces and communities through leadership, innovation, and collaboration.  We are proud to celebrate the recipients of our 2026 Member Recognition Program, a refreshed and re-imagined approach to recognition that replaces our former awards program. Inspired by the brilliance of the Aurora Borealis—a symbol of energy, beauty, and limitless potential—this program honours HR professionals as guiding lights within their organizations, illuminating pathways to success and shaping the future of work across our region. A New Era of Recognition With a renewed focus on excellence and inclusion, the Member Recognition Program recognizes a broad spectrum of contributions across the HR profession. From individual practitioners and collaborative teams to champions of the profession, volunteers, and newly designated CPHRs, this program celebrates the many ways HR professionals lead, inspire, and make a difference. We are thrilled to recognize the following groups at our first-ever Member Recognition Gala: Congratulations to our 2026 recipients and honourees. We’re proud to celebrate your achievements and contributions to HR! 2026 Individual HR Excellence Recipients 2026 Team HR Excellence Recipients 2026 HR Champion Recipients 2025 Newly Designated CPHRs 2025 FCPHRs 2025 Scholarship Winners 2025 CPHR Alberta Volunteers Spotlight: Individual HR Excellence Award The Individual HR Excellence Award honours HR professionals who demonstrate exceptional leadership, innovation, and commitment to the profession. Recipients are recognized for mentoring, collaboration, and inspiring others through their dedication, continuous learning, and advocacy for HR. 2026 Individual HR Excellence Recipients: Monika Ahuja Cristina Balamban Jennifer Kapala Arobo Ako Anna Tymoszejko All nominees who met the criteria, as evaluated by our Awards Selection Committee, will be honoured as 2026 HR Excellence Recipients and receive an individual spotlight at the Member Recognition Gala. Spotlight: Team HR Excellence Award The Team HR Excellence Award honours HR teams for exceptional collaboration, strategic leadership, and impactful execution. Recipients are recognized for advancing HR practices, delivering initiatives aligned with CPHR Alberta’s competency framework, and driving measurable positive outcomes through shared leadership, adaptability, and resilience. 2026 Team HR Excellence Recipients: Calgary Airports Servus People & Culture Team Edmonton West Primary Care Network (EWPCN) Alberta New Home Warranty Program Group of Companies Spotlight: HR Champion Award The HR Champion Award honors leaders in our business community who are not members, but who advocate for HR’s strategic value, demonstrate a people-first approach, and drive significant organizational impact. Award recipients are recognized for empowering colleagues, mentoring future professionals, and shaping workplace culture through outstanding leadership and innovation. In addition, these leaders actively encourage the pursuit of the CPHR designation, recognizing its importance in advancing HR professionalism and excellence across organizations. 2026 HR Champion Recipients: Bhanu Walia Kim Armstrong Join Us at the 2026 Member Recognition Gala Thursday, April 30, 2026 5:00 – 9:00 PM at the Westin Calgary Airport Included in your Gala Ticket: For $105 +GST, guests will enjoy a vibrant, modern, and prestigious night featuring a cocktail‑attire atmosphere, a three‑course plated meal, and a complimentary drink ticket. Get your ticket here.

Reminder to cast your vote for the next CPHR Alberta Board of Directors

March 5, 2026
Your current CPHR Alberta Board of Directors selected a slate of two (2) strong candidates to fill the current Board vacancies from a talented pool of applicants. The nomination process began in late 2025 with a call for applicants. The applications period ended on January 9, 2026. The responsibility of reviewing all applications sits with the Human Resources Committee of the Board. All applicants were reviewed in full, and based on the established selection criteria, a short-list was identified and interviewed. Following interviews a proposed slate was developed and presented to the Board, with the final slate generated for your consideration. The 2026 slate of Directors are Adediwura (Wura) Odiase and Terri Davis. These applicants reflect the skills, experience, and qualifications to supplement the existing Board of Directors and to guide the association into the future and to serve you, the members. 2026 Slate: Adediwura (Wura) Odiase - Click here to watch Wura's introduction video. Terri Davis - Click here to watch Terri's introduction video. Read more about our 2026 slate of directors here. How to Vote Only Chartered and Retired members can vote. Open the email you receive from CPHR Alberta via Simply Voting , read the bios, and vote yes or no to the slate. The voting website is available from March 2, at 1 PM MST until March 13, at 12 PM MST. The Simply Voting email contains your elector ID and password, which is needed for you to cast your ballot. If you do not see an email from CPHR Alberta via Simply Voting ( vote@simplyvoting.com ), please check your junk mail and spam filters. If you experience any technical difficulties in accessing the voting website, please email Heather McMaster at for assistance. On behalf of the CPHR Alberta Board of Directors, thank you in advance for your participation in the 2026 CPHR Alberta Board of Directors Election. We look forward to seeing you online for our Annual General Meeting on May 7. Registration will open in April, watch your email for more details.

Celebrating Progress, Inspiring Action This International Women’s Day

By Jessica Jaithoo • March 4, 2026
Author: Taia Northrup, 2026 Social Media Committee Member International Women’s Day is a time to celebrate the achievements of women, recognize the barriers that still exist, and renew our commitment to advancing equity in the workplace and beyond. Across industries, women continue to shape organizations, strengthen communities, and lead innovation. In the HR profession especially, women play a vital role in designing inclusive workplaces, fostering culture, and driving meaningful change. Today, we celebrate those contributions — and acknowledge the responsibility we share in continuing to build equitable environments where everyone can thrive.  Creating Workplaces Where Women Thrive Celebrating women’s achievements also means creating environments where future leaders can grow. Equity is not about identical treatment; it is about ensuring access to opportunity. It is about removing systemic barriers and fostering workplaces where individuals are supported in reaching their full potential. Organizations can take meaningful steps by: Actively monitoring representation across levels of leadership Conducting regular pay equity reviews Encouraging inclusive leadership training Amplifying diverse voices in decision-making spaces Recognizing and valuing different leadership styles Moving Forward Together At CPHR AB, we recognize the important role HR professionals play in advancing equity across Alberta’s workplaces. By embedding fairness into our policies, embracing inclusive leadership, and thoughtfully integrating technology with people-first values, we can continue to shape a future of work that is both innovative and inclusive. Progress happens when intention meets action. This International Women’s Day, we celebrate the resilience, leadership, and achievements of women across our profession and our communities. We also reaffirm our commitment to building workplaces where every individual — regardless of gender — has the opportunity to contribute, lead, and succeed.
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