Most managers understand the importance of collecting feedback on their performance and the organization in general from employees. In fact, a Gallup study of 469 business units found that managers who received feedback on their strengths showed 8.9% greater profitability post-intervention.
The trick, however, is to ensure you're getting honest feedback. Sometimes employees are afraid to criticize their manager or the company for fear of repercussions. Changing this perception – or better yet, preventing it from forming in the first place – requires building a culture of trust and transparency where all types of constructive feedback are encouraged, no matter the source...
https://www.forbes.com/sites/forbescoachescouncil/2017/10/17/want-honest-feedback-from-employees-16-strategies-to-try/#5f7c562629ac/
Innovation doesn’t happen in a vacuum. You need input, constructive feedback and ideas from unexpected sources to help make your idea bulletproof. Yet sometimes the way we ask for feedback on an idea does us a disservice. When you put an idea in front of someone and ask them ‘what do you think?’, you are inviting them to find faults in your idea, not build it; and worst still, the feedback given is often at a general, unspecified level. Here are 5 ways to ask for productive, useful feedback to help strengthen your idea.
https://www.forbes.com/sites/annabelacton/2017/10/30/the-right-ways-to-ask-for-feedback-on-your-idea/#7418b26bd1f3/
