Sustainably Increasing Engagement in teamecho: Strategies and Best Practices

How to boost long-term engagement in teamecho: Clear communication, targeted measures for anonymity and feedback culture, as well as strategies for involving leaders.

High engagement in teamecho doesn’t happen automatically; it requires intentional action. Two key elements are crucial:

1. Clear introduction: Clearly communicate what teamecho is, how it benefits the company, and how results will be used.
2. Ensuring resources: Team members and leaders need time and skills to make meaningful use of feedback.

Even with ideal starting conditions, engagement can decline over time. Here are proven strategies companies have used to increase it again:

Increasing Engagement Among Team Members

1. Renewing Management Commitment

2. Strengthening Anonymity

3. Clear Communication About Routines

Increasing Engagement Among Leaders

1. Encouraging Constructive Feedback

2. Reducing Fear of Transparency

3. Highlighting the Value for Leaders

4. Giving Leaders a Voice

Increasing Engagement Among Team Members

Declining engagement among team members can have various causes:

• They feel that nothing happens with their feedback.
• It is unclear when and how leaders work with the results.
• The perceived anonymity decreases over time.

Solutions:

1. Renewing Management Commitment

After two years of using teamecho, a company sent a new video message from senior management to all employees:
"teamecho remains important – please take the time to give your feedback. Only then can we grow together."
This renewed commitment led to increased participation.

2. Strengthening Anonymity

One company merged smaller teams into larger ones to enhance anonymity. This made employees feel safer in providing honest feedback. At the same time, leaders exchanged insights across teams, revealing new areas for improvement.

Another company discovered that employees generally feared consequences when expressing their opinions. In response, senior management clarified in a company-wide meeting that teamecho is completely anonymous and used solely for improvement. As a result, participation increased again.

3. Clear Communication About Routines

A team had initially agreed to discuss results every Monday. However, the leader started reviewing comments daily. To maintain transparency, they communicated the update clearly:
"I will check in daily, but our Monday routine remains. Urgent topics will be addressed immediately."
This clarification prevented uncertainty within the team.

Increasing Engagement Among Leaders

Even leaders may lose motivation to use teamecho over time. Possible reasons include:

• Unclear or non-constructive comments from employees
• Fear of excessive transparency or comparison with other teams
• No perceived personal benefit from teamecho
• They lack their own voice within the tool

Solutions:

1. Encouraging Constructive Feedback

In one company, employees often provided vague or unhelpful comments. HR collaborated with leaders to create examples of clearer feedback (“Communication isn’t working” → “I’d like more updates on last-minute changes”). Sharing these examples improved comment quality.

2. Reducing Fear of Transparency

A company implemented a structured approach: Leaders selected their top three insights every two weeks and discussed them in confidential 1:1 meetings with the organizational development team. This safe space increased engagement and acceptance of teamecho.

3. Highlighting the Value for Leaders

During the onboarding phase, one company explicitly communicated that teamecho is a tool for leadership support—not evaluation. The goal is to provide a quick and easy way to gauge team sentiment and drive improvements. This clear positioning helped overcome resistance.

4. Giving Leaders a Voice

Many companies have created dedicated teamecho groups for leaders using the “teamecho Insights for Leaders” survey. This allows leaders to provide anonymous feedback to senior management or HR. Not only did this increase buy-in, but it also inspired better approaches to handling feedback within their own teams.

Conclusion

Sustaining high engagement in teamecho requires intentional strategies. Companies that continuously refine their processes and communication achieve the best results. It’s crucial that both employees and leaders feel safe, heard, and see that their feedback makes a difference.

With these best practices, you can effectively increase engagement in your organization.