Enhancing Organizational Diagnosis: Building Trust for Employee Feedback

Dear experts,

I recently interned at an assessment center in Bangalore. While participating in an organizational diagnosis, I found that the main difficulty was getting the employees to open up and provide information regarding issues in their companies.

So, what approach should we take to succeed in this function?

Dear Jose,

Not everyone is yet aware of organizational development and its benefits, but the awareness towards it is increasing. For making a diagnosis, it's important to gather information for which your company should highlight the probable benefits it'll bring. Also, an orientation as to how your company will make a difference to the other organization before a diagnosis can help.

Also, making the employees aware of the whole program and showing them that they are a part of a bigger process can aid you with the work.

Hope this helps. Good luck.

Hi Jose,

Organizational Diagnosis is a relatively new field, and as such, many people may be apprehensive about it at first. Therefore, it is important to build trust with the employees, assuring them that the information they reveal during this process will not in any way hinder their work or position within the organization. Rapport building is also a crucial tool in obtaining the right information for an accurate organizational diagnosis.

Creating awareness about the benefits of organizational diagnosis in a positive manner and effectively marketing it will help encourage employees to open up. Wishing you all the best for your future endeavors.

Warm regards, [Your Name]

Honest feedback, invariably, constitutes a dissenting opinion. Dissent is the essence of management. However, unfortunately, providing honest feedback is most often considered an act of indiscipline in our country.