Dear All,
Hope all are doing well. We have a full-fledged suggestion scheme in place where a reasonable number of suggestions are coming in. I had an idea of introducing a "TELL ME BOX" near the CEO's cabin where employees can share their grievances that they do not want to express publicly. These could be work-related issues, personal likes and dislikes about the company, etc., which they may not feel comfortable sharing one-on-one as well.
Is there a specific format for this? If so, kindly forward it to me. Meanwhile, please provide feedback on this idea.
Regards,
Aravind
From India, Bangalore
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6Hope all are doing well. We have a full-fledged suggestion scheme in place where a reasonable number of suggestions are coming in. I had an idea of introducing a "TELL ME BOX" near the CEO's cabin where employees can share their grievances that they do not want to express publicly. These could be work-related issues, personal likes and dislikes about the company, etc., which they may not feel comfortable sharing one-on-one as well.
Is there a specific format for this? If so, kindly forward it to me. Meanwhile, please provide feedback on this idea.
Regards,
Aravind
From India, Bangalore
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Dear Industrial Relations,
The idea from a point of view is very good, provided your CEO agrees to it. If you address grievances in a timely manner, there will not be any problems in an organization.
Thank you,
J. S. Malik
From India, Delhi
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The idea from a point of view is very good, provided your CEO agrees to it. If you address grievances in a timely manner, there will not be any problems in an organization.
Thank you,
J. S. Malik
From India, Delhi
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Dear Sir... Our CEo has agreed for this. it would solve dual purpose. 1. One -one discussion from Top Mgt 2. griveance if any can be solved which is not shared in the open forum. regards Aravind
From India, Bangalore
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From India, Bangalore
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I dont think there would be any format for this. but yes employee may be advised to write their department and nature of problem and suggestions
From India, New Delhi
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From India, New Delhi
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Hi.. i have developed a form based for this one to one meeting with CEO. kindly have a look and request you all to give your feedback & suggest some good name for this.
From India, Bangalore
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From India, Bangalore
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Hi Aravind,
The idea is good. The form covers the needful. But I feel a one-on-one with the CEO would intimidate most employees. Such an approach may work for a suggestion scheme/idea box. Problems and grievances need a more informal platform for the employees to be forthcoming and upfront about it.
These are my views in this regard. I am sure you will come up with a good decision. All the best!
Regards, Ayeshwarya
From India
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The idea is good. The form covers the needful. But I feel a one-on-one with the CEO would intimidate most employees. Such an approach may work for a suggestion scheme/idea box. Problems and grievances need a more informal platform for the employees to be forthcoming and upfront about it.
These are my views in this regard. I am sure you will come up with a good decision. All the best!
Regards, Ayeshwarya
From India
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Hi Aravind,
Excellent idea, but I just want to recall a similar experience while in Government Service.
Open-Door Policy Experience
My boss had this brilliant idea and declared an open-door policy (literally, anyone could walk in as long as he was not engaged in any meeting in his chamber or phone call) and kept a box called "ears to the ground" outside his chamber. All inputs coming through the box were handled personally by the boss with the help of his PA. Initially, feedback was very constructive, but then slowly ideas ran out, and solutions took time to implement, or no immediate solution was found. After that, the box became an outright complaint box—personal issues, perceived/real grievances against superiors, etc. We started calling the box "Random kick in the butt" because no one in the office knew who would be called by the boss for a one-on-one talk. Soon, it became ugly. Thankfully, the boss moved on, and things reverted to normal feedback mechanisms.
Regards
From India, Kochi
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Excellent idea, but I just want to recall a similar experience while in Government Service.
Open-Door Policy Experience
My boss had this brilliant idea and declared an open-door policy (literally, anyone could walk in as long as he was not engaged in any meeting in his chamber or phone call) and kept a box called "ears to the ground" outside his chamber. All inputs coming through the box were handled personally by the boss with the help of his PA. Initially, feedback was very constructive, but then slowly ideas ran out, and solutions took time to implement, or no immediate solution was found. After that, the box became an outright complaint box—personal issues, perceived/real grievances against superiors, etc. We started calling the box "Random kick in the butt" because no one in the office knew who would be called by the boss for a one-on-one talk. Soon, it became ugly. Thankfully, the boss moved on, and things reverted to normal feedback mechanisms.
Regards
From India, Kochi
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Employee Anonymity and Open Communication
The employee details in the form could be made optional. Many times, employees may feel that revealing their identity could be dangerous. You may keep an open hour on a fixed day and time; any employee can come and meet the top boss to express their issues, concerns, and interests. In the next week, the employee receives feedback.
From India, Mumbai
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The employee details in the form could be made optional. Many times, employees may feel that revealing their identity could be dangerous. You may keep an open hour on a fixed day and time; any employee can come and meet the top boss to express their issues, concerns, and interests. In the next week, the employee receives feedback.
From India, Mumbai
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Employee Grievance Redressal.ppt