Respond to Jaida in the following way: Offer a complimentary or alternative

Respond to Jaida in the following way: 
Offer a complimentary or alternative viewpoint about the role and process of feedback.
Please use You or Your when replying to Salah’s post.
JAIDA’S POST:
 In my opinion, I think the most critical actions that a manager needs to establish to build relationships with their employees would be to always show respect, and be kind first and foremost. I think some managers take their job way too seriously and show their strict behavior before they even get a chance to know their employees, and that attitude can also build a wall up for employees to make sure to stay away from you as much as possible. I also think managers should be able to have one on one conversations with their employees, getting to know them, which they also should perform within interviews. When you get to know someone, you are able to identify where they will be able to perform well in the company, but you also leave the door open for your employees to come to you and feel comfortable coming to you for help or even to simply talk. I don’t think managers should be friends with their employees because, in reality, you are here to do a job, and sometimes relationships can get too comfortable and people can get upset when not in the authority role.
            Referencing back to my old manager, she was so kind and sweet and was always available to speak whenever I needed to. She did, however, lack in being an efficient manager, failing to follow up with guests, complete guests concerns that I would tell her about, and simply not be organized within her work, which caused her to experience a lot of stress and negative reviews from customers and even employees: “Managers should be encouraged to have ad hoc catch-ups with employees so that issues are tackled before they grow and become unmanageable. There should also be team meetings where each member is encouraged to have a voice and the manager is forced to “hold the mirror up” and examine their behaviour and approach regularly.” (de Valk).
            A time I received feedback was when I got promoted at my current job, my new manager who did the review stated that I exceed my job description and I always do the best I can to present my company in the best light possible. He even stated that if I continue doing what I am I can see a bigger future with the company, and for that I am grateful. I think my manager did a good job presenting my review, and I think if managers want to give positive feedback experience, they should present everything in a nice kind tone, explain the best work the employee does, and then proceed with the things they need to work on. I think the most important feedbacks are the ones that present the employee in the best view, showing them and telling them what they are doing right so they can keep on doing it. When I become a manager, I will make sure to get to know all of my employees, and always respect and help with their needs as much as possible, a lot of people have invisible disabilities but still require things, and I think that is something many workplaces do not take into consideration: “Managers should be encouraged to have ad hoc catch-ups with employees so that issues are tackled before they grow and become unmanageable. There should also be team meetings where each member is encouraged to have a voice and the manager is forced to “hold the mirror up” and examine their behaviour and approach regularly.” (Ghosh 89). 
 
 
References:
 
de Valk, P., (2015). How businesses can deal with a bad manager. Strategic HR Review, 14(3), pp. 74-78.
 
Ghosh, K. (2016). Making the environment inclusive. Human Capital, 20(1), 88-90.