Many companies leave strategy and direction to the senior management team. Employees lower down the 'ranks' find it difficult to get ideas implemented or even heard. A small number of companies, however, make an effort to listen to their staff, no matter where in the ranks they sit. The degree of input varies, from employee ideas schemes and anonymous feedback mailers, right the way through to allowing employees basically to comment and contribute to anything they have a view on. Is this the best approach? As an employee, you might instinctively argue that having a voice is a preferable option. Perhaps you've raised ideas within your organisation before and found it hard to be heard. On the other hand, as a manager, you might want to argue for a more restrictive approach. A policy for delivering only constructive, positive and fact-based feedback seems entry level in an organisation where contributions are welcome. Unsubstantiated 'views' and vague 'feelings' that have no real substance should be highly discouraged. Further, staff need to be careful to separate comments targeted at the person from comments about their work too. As a manager, bear in mind that this is not necessarily the way we are taught to communicate. As we're educated, we're often taught to look at and vocalise what's wrong, what's broken, what's the problem, and that can lead to a natural tendency to deliver negative feedback.
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