Become a Candid Culture – Make It Easier to Give Feedback at Work
For the most part, people are afraid to speak up at work. Despite the town hall meetings and roundtable discussions executives host, the feedback training offered, the existence of ask-the-CEO email addresses and blogs, and employee satisfaction and engagement surveys, many employees are still afraid to give feedback at work, citing fear of damaging relationships, being fired, and other forms of retaliation.
Those of you who have worked with me, read How to Say Anything to Anyone, and/or used our tools, know that I am on a quest to make it easier to tell the truth at work.
The Candid Culture Vision:
- Coworkers, leaders, and managers set clear expectations before problems occur. No one has to guess what is expected of them and what a good job looks like.
- Employees ask for and receive regular, balanced and candid feedback and always know where they stand performance wise.
- Managers and leaders are open to and ask for feedback. They always know what’s really happening in the organization and can lead accordingly.
- People talk to each other versus about each other. Gossip and drama is the exception, not the norm.
- Work is a fun place to be. People enjoy working together and produce their best work.
Many of you are taking actions to create the environment I’ve described above. I want to hear from you and want to use this blog to share practices for creating more candid communication at work.
Add a comment and tell us:
- What you are doing to increase the trust and communication in your organization.
- The avenues you are using to give feedback on your team, in your department, or in your entire organization.
We’ll enter you to win 50 of our new door tags. The door tags were designed to tell your coworkers that your office is a place they can speak freely, without concern.
Tags: business communcation, employee engagement, employee engagement survey, employee satisfaction, feedback, give feedback, leadership, management, organizational culture, receive feedback
Using candor cards for manager as “new manager” assimilation exercise…just went thru a massive re-org within the organization…lots of new leaders and a chance to level set expectations from candor standpoint…love the book and the cards! could use the door tags to reinforce message!
We have casual “Stand-up” Meetings every Monday morning. In fact, we just wrapped up a meeting this morning. We sit on couches in the lobby, drink coffee, and review our calendars for the week. We often end up discussing overlapping issues and concerns. It’s a nice way to keep communication flowing between all aspects of our office!
Our HR Department is very candid with eachother when it comes to feedback. We know the group is accepting of eachother and our faults. Everyone is entitled to their opinions however clarification may be asked to back up those opionions or facts before action is taken.
The leaders in my organization are getting clear on the communication message and communicating often what our expectations and directions are. We ask for feedback on a weekly basis and daily demonstrating our core values which include open honest communication.
We provide feedback to our teams, department, and organization daily. If a behavior or concern is seen, we’re having the tough conversations and expect our team members to have have the tough conversations if they see a concern instead of talking about it or bringing the attention to the leaders.