How to Address Huddle Feedback Outside Your Team's Control

How to Address Huddle Feedback Outside Your Team's Control

Sometimes feedback raised within your team's results relates to issues that sit beyond your team’s influence. Handling this feedback effectively ensures your team still feels heard, supported, and engaged.

Here’s how you can approach it:
  1. Review and Understand Feedback
    1. Read all comments carefully to understand the context and the concerns being raised
    2. Identify which parts of the feedback can be addressed by your team and which cannot
  2. Acknowledge and Validate
    1. Always acknowledge feedback, even if it’s outside your control
    2. Validate how your team feels: showing empathy builds trust and keeps people engaged
    3. Example: “I understand that the recent process changes have caused some uncertainty, and I appreciate your perspective."
  3. Escalate When Necessary
    1. If the feedback involves organisational policies, resources or other areas beyond your team, escalate to senior leaders or HR as appropriate
    2. Keep your team updated on progress where possible
    3. Example: “I’ve raised your concerns about staffing levels with senior leadership and will update you as soon as I have more information.”
  4. Involve HR for Sensitive Issues
    1. For feedback relating to harassment, discrimination, wellbeing or interpersonal conflict, involve HR to ensure it’s handled safely and confidentially
    2. Reassure the team that privacy is protected
    3. Example: “We’re involving HR to address this issue appropriately and ensure confidentiality for everyone involved.”
  5. Use Actions Where Possible
    1. Even if feedback isn’t fully within your control, identify any actionable steps your team can take to improve the situation
    2. Involve the team in creating solutions and assign ownership with clear deadlines
    3. Example: “Based on your feedback about communication, let’s improve how we share updates. Who can help lead this initiative?”
  6. Close the Loop
    1. Keep your team informed on the progress of both local and escalated feedback
    2. Celebrate wins and improvements, even small ones, to reinforce that feedback leads to action
    3. Example: “Thanks to your input, we’ve successfully streamlined task handoffs within the team. We’ll continue working on larger issues with leadership support.”
Idea
Even when feedback is outside your team’s control, thanking your team for sharing and explaining next steps demonstrates that their voice matters and strengthens trust.

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