The reason is simple, it takes time, and for a thriving company in this fast-paced tech world environment, every second is crucial. The ladder system in an organisation never happens to benefit.

The Sixth Dot - Remove High Authority Approval Necessity It’s their company, if they leak something they’ll betray themselves. Moreover, you’ve already built a stunning colleague team that is trustworthy and who knows what their responsibilities are.Īfter all by opening books you’ve shown them that you trust them and that they’re part of the company that generates feelings of ownership, commitment, and responsibilities. The Fifth Dot - Open the Books or Be Transparent Fullyīecause if you’re going to open everything to the employees, they might leak something sensitive, and your competitor might leverage it.īecause when you’re going to open the books, you’re going to make this clear that if they or their relatives (Friend, Child, Parents, Spouse, or even ex Partners) leak the information, they’ll go to jail. Thus, continuous growth and better results. The Fourth Dot - Pay Employees More Than Their Personal Domainīecause everybody likes making more money.Īnd if you’re paying them top of their personal market, then your highly talented, responsible, and positive feedback exchanging team isn’t going to leave your organisation. What does it even mean? According to Google’s dictionary, it is, The Third Dot - Begin Removing Control Policies

If these guidelines aren’t helping you give and receive candid feedback, you can try this approach to learn how to give and receive feedback effectively. The 4A Guideline that No Rules Rules discusses is as follows. Well, it’s a toolkit that helps bosses and employees understand how they can give and receive direct and actionable feedback that won’t cross the line and help them grow their business and individual performance. Give and receive direct feedback with a 4A Guideline. That’s what No Rules Rules tell us, how we can give and receive candid feedback, which is,

The indirect way isn’t helping us, and if we try the direct way, we might cross the limit. Nobody likes to tell a boss what she’s doing wrong because it can put an employee’s job in jeopardy.īut not telling the boss when she’s doing something wrong could potentially harm the business or might take everything down with her. That was between colleagues, but what about a give and take between a boss and an employee.

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