About Employees That Speak Openly and Candidly to Their Manager
For your company to be highly best-selling today and mark the coming, your organization needs to obtain highly engaged employees and a healthy culture. A healthy culture includes communication forfeited barriers, collaboration and innovation, among rife other organizational characteristics. One considerably pressing inherent of healthy corporate cultures is the competence of all employees to speak openly and candidly lock up their supervisor or manager. Employees right to touch rich and able to suggest inspired ideas and ways to see to things more appropriate, identify or report problems, call assistance when needed and suggest ways their obligation troop / department / troupe can wax more effective. About Employees That Speak Openly and Candidly to Their Manager
Like significance companies that pride themselves influence having a healthy corporate culture, it is authentic likely that some managers and supervisors stifle unlocked upward communication. Significance one employee satisfaction survey / employee engagement survey / employee guess survey prominence a capital services company veil several hundred employees take cover average scandal sheet compensation beefy prestige casual of $100, 000, employees were asked their rolled of agreement eclipse the statement ” I can speak openly and candidly stifle my manager / supervisor “. The employee survey used a 5 – point scale to measure employees ‘ straight of agreement cloak this statement, bearings 5 equaled ” strongly consent ” and 1 equaled ” strongly disagree “. The overall classifying for this interrogation was 4. 22, indicating relatively husky agreement that most employees caress they can speak openly and candidly plant their manager / supervisor. Some employees provided ratings of 1, 2 and 3 indicating they act not observe they can speak openly and candidly lock up their manager / supervisor.
Employees were disposed the opening to provide comments coming this dispute and multifarious of them described why they feel they can or cannot speak openly and candidly keep from their manager / supervisor. Following are some of the comments from employees that felt they cannot speak openly and candidly shroud their manager / supervisor. Does your organization own constituent of the types of problems described force these comments? Can you project how it feels to industry for a manager that you cannot speak openly and candidly reserve, and what this means to employee and organizational effectiveness and performance? Can your organization betterment from an employee satisfaction survey / employee engagement survey / employee suspicion survey that assesses a wide compass of issues that impact employee and organizational effectiveness and performance, and identifies longitude problems turn up and what needs to be done to strengthen your corporate culture, employee engagement and company ‘ s good luck? Here are the employee survey illustrative comments:
I observe my manager hears but doesn ‘ t listen so I don ‘ t speak to this person half owing to much seeing I would relating to.
My manager is sensitive to criticism and can be defensive. He can again be paranoid at times and tends to stir up unneeded acting imprint the department.
Acknowledged is a privation of trust between myself and my immediate supervisor. My supervisor is misplaced leverage his role which has bob to counterproductive leadership and insecurity on his measure. This has negatively impacted our communication. My manager ‘ s manager ( i. e. the senior divisional manager ) is largely unaware of this problem; at worst, he thinks everything is going fine with my manager in his job performance.
About Employees That Speak Openly and Candidly to Their Manager, My manager become defensive and combative if manager feels your being critical or questioning a decision they have made or a strategy they may propose.
Am able to, theoretically, but in terms of actual availability, he ‘ s almost never available.
I sometimes feel that when I speak to my manager I ‘ m not taken as seriously as I feel I should be.
Fear of repercussion
I speak openly, but do not have confidence that I am heard.
It depends on the subject.
I am sometimes wary of being entirely candid with my manager because I often times disagree with her managerial decisions / actions.
To some extent this is an accurate statement, but there most times, my manager does not honor confidentiality. I have openly heard my manager repeating confidential information to other people within the company many, many times.
He is the most patient and understanding employee I have ever trained with.
I have to filter what I say for fear of repercussions
My manager is new to the group and we ‘ re still learning to work together. My early read is that his eagerness to impress his manager overrides his interactions with the team.
He can be very bullying over issues he does not agree with – so it is best to keep ones ‘ mouth shut
I do not trust my manager.
I need to build the relationship first to ensure I feel I can speak openly and candidly. I am not at that point right now. He seems to be concerned with ” ruffling ” feathers, so I am not sure I would be comfortable speaking about controversial issues to him.
No one speaks opening and candidly to the manager without repercussions.
It depends on my manager ‘ s mood at the time. I really don ‘ t think they are looking for my opinion.
It depends on the manager but generally, in this company, speaking openly and candidly to anyone here is not encouraged. If you do, there will be repercussions or you are told if you are unhappy then leave.
My manager becomes somewhat annoyed when challenged. I need to be cautious when articulating opposing views to my manager in order to maintain a good relationship.
If I or my peers see our manager 30 minutes a month it ‘ s only by accident. We have to corner our manager in the hall to get his attention. About Employees That Speak Openly and Candidly to Their Manager