This forum is primarily concerned with supporting mutually satisfying business experiences through acknowledgment. Acknowledgment here meaning a communication of what's so. What's so is, that was pleasant or unpleasant, felt good, didn't feel good, comfortable or not.
An acknowledgment completes a communication, an interaction, and the relationship for that brief moment. It confirms that a result was co-produced.
Its premise is that silence condones and ultimately thwarts management. Accurate feedback is important. Even more important, dragging around (stuffing) unsatisfying interactions affects ones aliveness and clarity; incompletes serve as barriers to the experience of communication with your loved ones.
There are three levels of feedback:
First level: Make it a point to nudge a store clerk who has gone unconscious, unaware that they are dramatizing fatigue or upset. For clerks who welcome a wake-up call the experience is pleasant. For example: “Looks like you're having a rough day?” Or, “How’s things?” or “Busy, huh?” Usually such a comment wakes the clerk up and once engaged in a conversation their behavior transforms. If he/she doesn't act upon your support then it's a setup; the clerk requires coaching and clearing by the manager.
Second level: If first level support doesn't work after several attempts on different occasions select a friendly employee, perhaps one who knows you and exchanges pleasantries, and tell him/her that you don't want to get the clerk in trouble but that it looks like he/she doesn't enjoy their job.
Third level: Communication to management. Here you have a couple options. In writing anonymously or with a signature, or face to face. If the store has a Suggestion Box use it. Signing a suggestion/comments brings up a few considerations; keep in mind that an unfriendly (short/rude) employee mirrors the leadership communication skills of the manager. At some level a manager knows the problem is not the employee.
(more to come-feel free to add)
