ought to I handle the suggestions from an nameless survey?
A reader writes:
My firm did an worker survey. It actually was nameless (no names and something that may very well be de-anonymizing was scrubbed from the outcomes I can see) however my division is sufficiently small that I’ve a good suggestion about who gave every score, together with who gave a tiny little bit of unfavourable suggestions about me. I completely don’t need to be that supervisor who’s like “Who did it?! You’re mistaken!” however I did need to discuss to that individual as they have been impartial on how a lot they felt they might disagree with me. It wasn’t even unfavourable, simply not the upper scores everybody else gave.
I’m probably not positive I see any approach to say “I disagree which you could’t disagree with me” as a result of I totally perceive how ridiculous that’s. However I’ve at all times had fairly open, feedback-filled relationships with the members of my workforce and I simply need to be certain that everybody is aware of they actually can convey issues as much as me and I’m at all times going to hear and contemplate. I gained’t at all times agree, however we’ll at all times talk about it.
Is there a method I may convey this up? Or ought to I simply let it go?
I reply this query — and three others — over at Inc. at the moment, the place I’m revisiting letters which have been buried within the archives right here from years in the past (and generally updating/increasing my solutions to them). You can learn it right here.
Different questions I’m answering there at the moment embody:
- I don’t need coworkers to name my private cell
- Non-reciprocal networkers
- Begin date and dropping a bonus at my present job
