Hello Divya
I am glad your management has shown interest to hear the employees and make them part of the progress of the organisation.I have gone through the responses of learned members above and they mad very meaningful contributions that provide you guidance in handling the initiative which you are contemplating.My views on the subject are :
Any initiative that wants it's employees to speak or write without inhibitions on various issues, will be successful only when-the employees share a comfort level in their relationship with the management and are prepared to repose faith and trust in the management.In the absence of it, what may happen is that the employees hide facts and speak or write every thing goody about the organisation or their managers for fear of reprisals.At the end, you will wonder that the employees seem mighty satisfied from their responses but they are leaving the organisation. therefore you need to first initiate a culture of trust in the organisation.You can start with a small step by conducting meetings of staff section wise/department wise and clearly setting a limited agenda for discussion that shall relate to organisation goals and what difficulties they are likely to encounter in achieving them.Such small meetings,enable you to control the proceedings and at the same time it gives you an idea.about the general difficulties of the staff. After covering all departments, you can prepare a common minimum programme from the minutes of the discussions for addressing the issues as it may not be possible to solve every issue at one go.
Whatever may be the views of different members,you can adopt the method that best suits your environment and implement it but do not give up a people oriented imitative as they are always rewarding.All the best.
B.Saikumar
HR & Labour law Advisor
navi Mumbai
From India, Mumbai
1898I am glad your management has shown interest to hear the employees and make them part of the progress of the organisation.I have gone through the responses of learned members above and they mad very meaningful contributions that provide you guidance in handling the initiative which you are contemplating.My views on the subject are :
Any initiative that wants it's employees to speak or write without inhibitions on various issues, will be successful only when-the employees share a comfort level in their relationship with the management and are prepared to repose faith and trust in the management.In the absence of it, what may happen is that the employees hide facts and speak or write every thing goody about the organisation or their managers for fear of reprisals.At the end, you will wonder that the employees seem mighty satisfied from their responses but they are leaving the organisation. therefore you need to first initiate a culture of trust in the organisation.You can start with a small step by conducting meetings of staff section wise/department wise and clearly setting a limited agenda for discussion that shall relate to organisation goals and what difficulties they are likely to encounter in achieving them.Such small meetings,enable you to control the proceedings and at the same time it gives you an idea.about the general difficulties of the staff. After covering all departments, you can prepare a common minimum programme from the minutes of the discussions for addressing the issues as it may not be possible to solve every issue at one go.
Whatever may be the views of different members,you can adopt the method that best suits your environment and implement it but do not give up a people oriented imitative as they are always rewarding.All the best.
B.Saikumar
HR & Labour law Advisor
navi Mumbai
From India, Mumbai
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