Many companies have candor as a core value, or at least have a suggestion box.  I think if a company is going to encourage feedback then any decision made or not made based on that feedback should be addressed directly to the employee who submit it, or if appropriate to the entire office.  Best scenario is to have an approachable boss who you feel comfortable not complaining to, but addressing any concerns that impact the way you do your job.

I think the idea of employee feedback is a great idea, that is, if the employee is even listened to.

You'd be suprised how much the folks doing the actual work really know.There's a lot of wasted ideas and creativity out there!

This is another rare one but it does make you feel like you are in the loop. It also shows that management is willing to listen to ideas.

What for? They are not going to do anything to act on our comments, concerns, questions, etc...

Most businesses claim to have an open-door policy, but from my experience, bosses don't really want feedback. They don't really care for gripers, complainers, or tattlers. The problem with the open door policy is that the door might hit you on the way out.

My biggest problem with senior management right now is that they don't listen and they choose not to as they know best. Sometimes I feel as if I had a conversation with a brick wall I would get more reaction than I do these people. I don't want a pat on the back, or to suck up to anyone, but I would like them to listen to advice, otherwise I just laugh as they get ready to hang themselves. They may be more qualified to do the job, but people who have first-hand knowledge about the job deserve to be listened to.

This can actually be a demotivating thing if not done properly. If you ask for an employee's feedback without being prepared to act on it (or at least think seriously about acting on it), it can really destroy trust. A company culture that is receptive to culture needs to be more than a 'suggestion box' in the lunch room. It needs to be integrated into everything - 360 peer reviews, meeting style, etc.