How to Get Employees to Get More Reviews
Smart Strategies to Make Customer Feedback Flow Naturally

Most employees want to do a great job. Most customers are happy to leave a 5-star review after a great experience.

So why doesn’t it happen more often?

Because the systems in place don’t make it easy or rewarding for either side.

If you want your team to consistently generate more reviews, here’s how to make it happen-without nagging, bribing, or chasing customers.

1. Tie Reviews to Specific Employees

If a customer doesn’t know who to credit, they’re less likely to leave a review-or they’ll write a generic one with no context.

When reviews are attributed to a specific employee, customers are more willing to:

• Leave the review

• Mention names

• Share more detail

More importantly, your employee now sees a direct connection between their work and recognition.

2. Make It Dead-Simple for Customers to Leave a Review

Even the best employees will struggle to collect reviews if the process is clunky.

Customers won’t go:

• Dig through emails

• Scan old receipts

• Search for your Google profile

They need an effortless, in-the-moment way to leave feedback.

That’s why high-performing teams use tools like Cheers NFC badges, which let a customer tap a badge and instantly land on a review page tied to the exact rep or tech they just interacted with.

No extra steps = more reviews.

3. Gamify It Internally (But Smartly)

Competitions, leaderboards, and recognition all go a long way.

Employees are more likely to care when reviews:

• Are tracked publicly

• Lead to real rewards (bonuses, shoutouts, etc.)

• Are part of a performance culture, not just a one-time push

Pro tip: Celebrate quality too, not just volume. One thoughtful 5-star review mentioning their name is worth more than five generic ones.

4. Train on Moments That Matter

Your team may not realize when or how to ask for a review.

A few simple coaching points:

• Ask when the customer is clearly happy

• Make it conversational (“Hey, if this was helpful, we’d love your feedback-it really helps us out.”)

• Point to the badge, QR code, or link directly-don’t make them hunt for it

Confidence and timing go a long way.

5. Track, Review, and Share the Feedback

When employees see the impact of their work, publicly and frequently, they begin to take more ownership.

• Share standout reviews in team meetings

• Highlight top performers

• Let the feedback flow both ways (customer to employee and back)

This builds a feedback culture, where employees not only get more reviews-they want more reviews.

Final Take: Remove Friction, Reward the Right Behavior

If your employees aren’t getting reviews, it’s rarely a motivation issue. It’s usually a systems issue.

With Cheers, companies give their employees a tool that removes all the friction and links feedback directly to individual performance. In fact, Cheers badges convert at over 50%-compared to the 2% industry average.

More recognition. More reviews. More visibility.
It’s better for the employee, the customer, and the business.