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oppy1984@lemdro.id 1 day agoI love these, keeps the toxic people out of management in my company. We have a yearly employee survey and the toxic people always complain about everything and everyone. They think it’s anonymous even though you have to click a link that’s emailed to you then login to the survey with your employee ID and password. Yeah dipshit it’s anonymous even though you just gave them your ID to be able to take the survey.
Me, 5 stars across the board and no additional comments. Any issues I have I take up with my manager directly and he can handle it from there with the right people.
somewhiteguy@reddthat.com 1 day ago
You see, I’m the guy who gives his opinion in those. The trick is to be actionable. Don’t complain about things you can’t give direct advice on how to correct. Be kind in how you communicate and give the benefit of the doubt in all of the language.
Don’t: Your management style is shit
Do: It is difficult to complete my work with the lack of understanding on the business direction. I would like this communication to come from my direct manager.
oppy1984@lemdro.id 18 hours ago
This is the way. The main reason I don’t do something like that is results are open to everyone in management and since I know I can work with my manager I prefer to handle issues one on one.
If my manager refused to work with me, or the issue was a company wide thing, then I would give an actionable response.
I write proposals for improvements and they’ve been so well received because I present each one with an issue statement, explanation, and actionable steps to resolve the issue. Now I’m helping coworkers with ideas on how to improve and that’s something I try to reinforce, explain the issue and how it affects the company and employees, then give a way to correct the issue. If you just say here’s a problem, now fix it, you’ll get no where.