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 could possibly 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 destructive suggestions about me. I completely don’t need to be that supervisor who’s like “Who did it?! You’re incorrect!” however I did need to discuss to that individual as they have been impartial on how a lot they felt they may disagree with me. It wasn’t even destructive, simply not the upper scores everybody else gave.
I’m probably not certain I see any technique to say “I disagree that you would be able to’t disagree with me as a result of I totally perceive how ridiculous that’s. However I’ve all the time had fairly open, feedback-filled relationships with the members of my crew and I simply need to make sure that everybody is aware of they actually can convey issues as much as me and I’m all the time going to hear and contemplate. I received’t all the time agree, however we’ll all the time focus on it.
Is there a approach I might 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 were buried within the archives right here from years in the past (and typically 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