If the commander asked for feedback would you give it to him/her?

Sometimes feedback doesn't always make it up to where it should. I think if it is solicited and the Commander wants feedback from people it sounds to me as if he isn't receiving feedback, or may feel the feedback he is receiving doesn't accurately portray the whole story. I think the fact that you addressed topics you weren't happy with and provided alternate solutions that is fine. I mean if you voice discontent with out any solutions you are just whining. So I would say you are fine. Many people are afraid to voice concerns and offer solutions to the CC based off of their position. At the end of the day we are all people working to make a positive impact on the force, be it our duty section, all the way to the DoD. If we stop striving for improvement we are doomed. There is always room to improve due to the fact the force is always changing and there are new requirements coming down. So at the end of the day if there is a problem and you have potential solutions and can deliver them in a polite respectful way, by all means provide feedback when its asked for.

Honest feedback is the only way an NCO/Subordinate should communicate with their leadership. Only when appropriate of course. There has been times where I request time with my leader to talk to them about an issue and talked to them about my opinion of it. Most times they respect the conversation but there have been times where I was told off. Some leaders can take respectful and well timed criticism while others take it as a disrespect. I applaud you for speaking up, even in an email!

I absolutely would. My command knows that if they want honest, no B.S. feedback that I will give it. It's all about being respectful in the way you present the feedback. I never have been intimidated or "afraid" of rank or position. We are all working toward a common purpose. I also actively seek out feedback from those soldiers serving under me in the same way.

As a Company Commander, if I ask for feedback I expect and value honest feedback. We don't always see how our actions affect every echelon below us. In my opinion it helps me maintain perspective. It's been a long time since I was a junior enlisted troop. Furthermore, telling me what I want to hear helps no one. Be tactful, respectful, and professional when asked for feedback. You might be surprised the positive effects you can have.

As far as your peer goes, if your Commander is the sort who will ask for honest feedback and then initiate retribution he's not much of a leader anyways.

Commanders don't usually ask for feedback if they don't want it. So if they request it, and you feel you have something worthwhile to offer, then yes absolutely give feedback! The way you said your e-mail eas respectful and tactful was pefectly handled. You also added three ways to fix it, or courses of aciton which folllows the time-honored cliche' of don't point out problems without offering solutions! Well done!

From what you wrote not only did you provide feedback which the commander asked for you provided solutions. When I was in I always asked my Soldiers for solutions to the problem or issue at hand. I hope that the commander takes your feedback and suggestions under advisement.

Yes!!!! TSgt Melissa Post I was Commander, more than once, and I did many sensing sessions. The reason I did these, was to find out what the issues and concerns were, that I was not seeing; Soldiers, Families, Civilians. If you really want to know the real deal, you (A) need to ask, and (B) you can't be afraid of what you might hear... assuming you really care and want to hear.
That said, I worked for a Lieutenant General who said "he wanted to hear from us," but when ever you made a comment that was at odds with his position (most), he would public blast you... and then ask "who else has comments." Some people want Yes men/women... and the challenge is knowing the difference.

You absolutely give your feedback. It is like the command climate survey, so many people hurry through it and give no feedback. Then they turn around and whine and complain about things. If you do not voice your opinion (in a manner to help) then you have no reason to whine or complain. In reality are things going to change from a Command Climate Survey? Unless it is some major misconduct, absolutely not. BN does not want to hear what lowly Staff Sergeant Herpel has to say about the way that they have been running things the past 12 months, HOWEVER, if I do not use the opportunity to SPEAK it, then I have no room to talk about it. Then there are so many people that foolishly give unhelpful feedback. NO solutions or not even actually identifying the problem. Just stupid feedback that means nothing in the stream of time. HOWEVER, if you take the chance to voice the problems, give solutions that you see, then at least when you are not happy about the way things are going, then you can be the one that said something. If a CDR is open minded enough to receive feedback then you are mistaken to not take that chance. As I mentioned in reality what we have to say in the long run does not matter. Yet, if you have the solution to problem, MAYBE, jussst maybe, they will see the sense in it, and be able to implement SOME of it. Never be silent, be respectful but when asked, let them know, just make sure that it is constructive and not just some foolish comment like "I think we work too much".

I don't have anything to add to this conversation, but I just wanted to say I gave you a thumbs up because meaningful threads like this one make RP valuable.

There should be no leader that is afraid of what a subordinate will say. and to punish a subordinate that is looking to improve upon something only shows the UNIT that they better not try anything new and keep their heads down. it goes against all growth management agendas and would show a very poor style of leadership. and also if they ask for it they better be prepared for at least one person to come out and say they messed up. when our Company CMDR would have the NCO PME's we would tell him all the time when and where he messed up but the one stipend on it is we had to have a better solution than what was originally proposed.