2025 ITS Leadership Feed Up Survey
Our Strategic theme of Our People at Heart is: “We foster, recognize and celebrate our talent, enabled by a culture of empowerment, effective leadership and talent practices.”
One way we can all help to have more effective leadership is by conducting our ITS Feed Up Leadership Survey. It is a confidential survey sent out by Spidergap, a highly rated feedback company. Your feedback can help our leaders grow, develop, and seek coaching where needed. It can even, over time, help improve our culture.
Here are reminders to make the most of your confidential responses:
1. Your Feedback is Important
Please take time and consideration when taking the survey to reflect and give thoughtful feedback. Our Senior Leadership Team is committed to growing our leadership as well as our individual contributors. The ITS Feed Up Leadership Survey is your opportunity to play a direct role in that effort. Your input will be shared with your leader and can lead to real change. Leaders will share the feedback with their leader as well as their teams.
2. Focus On One Key Growth Area
Choose one meaningful area for improvement. A single, well-explained suggestion is more actionable than a list. Focus increases clarity and impact.
3. Look at the Bigger Picture
Do not base your feedback only on recent interactions. Reflect on patterns of behavior and leadership over the past year to provide a fair and accurate assessment.
4. Be Honest When Scoring
Give scores that reflect your actual experience. Honest feedback – whether positive or constructive – can help leaders understand how they are perceived and actions they can take to improve.
5. Be Aware of Your Own Bias
Consider your own expectations and relationship with your leader. Are your expectations realistic? Is your feedback shaped by a single situation or your current mood? Aim to be as objective as possible.
6. Be Specific
Avoid vague comments. Describe what you observed, when it happened, and the effect it had.
Example: “Over the past year, I have noticed you rarely give public recognition to team members. This can affect morale and motivation.”
7. Explain the Impact
Help the leader understand why this matters.
Example: “When recognition is missing, the team doesn’t always feel valued for their hard work.”
8. Acknowledge What You Do Not Know
Frame your feedback with humility.
Example: “It’s possible you’re recognizing people privately—but from what I’ve seen, it’s not always visible to the team.”
9. Offer Constructive Suggestions
Suggest practical next steps and avoid sounding directive.
Example: “You might consider setting aside a few minutes in team meetings to acknowledge recent wins—it could go a long way.”
10. Keep It Respectful and Professional
Even constructive feedback should be delivered in a supportive tone. Before submitting, take a moment to re-read your feedback to make sure it is clear, fair, and encouraging.