Between October 2024 and March 2025, staff perceptions of being heard and supported at SisterWeb steadily improved—from an average of 8.0 to a peak of 9.5. This upward trend reflects intentional internal efforts to strengthen communication, create space for staff voice, and include more team members in decision-making processes. Staff likely felt more included due to changes in meeting structures, leadership presence, and expanded feedback opportunities. However, the slight decline to 8.9 in April 2025 suggests that this positive momentum may not be fully institutionalized yet. The drop could be due to recent transitions, shifting focus to external deadlines, or simply less time allocated for reflection and voice during a busy period.

Key partners in sustaining staff voice include the Co-Executive Directors, department leads, HR, evaluation staff, and peer mentors. These individuals help create the conditions in which staff feel safe and encouraged to share ideas or concerns. External facilitators or consultants who support leadership development or feedback systems may also play a role. All departments—from administration to frontline doulas—have a part in reinforcing a culture where feedback is welcomed and acted on.

Embedding structured feedback loops into the organization’s rhythm—such as post-meeting surveys, one-on-one check-ins, or Scorecard narrative sessions—has supported stronger staff engagement. Facilitated conversations that emphasize psychological safety and responsiveness to feedback have helped shift the culture toward inclusivity. Celebrating when staff input directly informs program or policy changes builds trust and reinforces the value of speaking up. Additionally, the visibility and approachability of leadership have been noted as key factors in staff feeling heard.

To sustain and strengthen this trend, SisterWeb can institutionalize regular opportunities for staff voice through monthly pulse surveys and quarterly reflection sessions. Creating feedback “closer loops”—where staff are shown how their input led to change—can deepen trust and ongoing engagement. Maintaining transparency during organizational transitions and ensuring consistent communication across departments will be essential. Leadership should continue modeling openness to feedback while ensuring that time and space are protected for staff to express themselves in meaningful ways.