Yes, Say No

As part of our series on the importance of company culture, we’re highlighting our company values here at UserVoice. Find more posts about culture here.

A company that doesn’t value the opinions of their workers is a company that expects their employees to be yes-men. Too many companies use their labor force as pawns to accomplish the vision of a few. Employees at those companies aren’t there to use their skills and intuition to improve processes, ideas, or products – they’re there to work and not question the decisions of their managers, like soldiers. If you ask us, it sounds extremely limiting and restricting. Wouldn’t it be magical if you could empower your employees to care, innovate, and think differently to make your company a better one? Well. It is magical. Trust us. We tell our employees to not be yes-men.


Don't be a yes man“Not being a yes-man means not automatically accepting something just because your co-worker or manager said it. It means thinking about, asking yourself if you agree and if not, explaining why. It means using your brain.” That quote was from one of our customer support agents, Claire Talbott, and we couldn’t agree more. We hire our people because we want them to use their brains. What good are they if they refuse to be aware of other options or analyze situations? To put it simply: we believe that healthy disagreements lead to better products.

What kind of feedback-collecting tool would we be if we didn’t collect feedback, the good and the bad, from our employees? What kind of company is yours if it doesn’t? If you’re a leader with a focused vision, the balance between dedicated employees and empowered employees can be tough. What’s important to remember is that it’s much more valuable to have workers to be dedicated to making the best thing possible than to serve blindly.

“No” photo courtesy of Steve Boneham 


About the Author

Carter Gibson

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