Regardless of whether the audience is in Germany or in St. Louis, employees and management all have the same frustration: how do you share a valid concern or problem (otherwise known as an 'opportunity') with the boss or management without being labeled as 'negative' or worse yet (here's the corporate kiss of death), 'not a team player'?
According to an IBM study, managers only get about 12% of the information needed to do their jobs. It's in management’s best interests to be informed, yet despite our good intentions we may be discouraging communication rather than facilitating it!
1. We establish 'open door management policies' to solicit employee input, but then dismiss their issues as unimportant (overtly or subtly through non-verbals), tell them that management has it under control, or ask them to 'be more positive' or 'get on board' with new initiatives. How many of us test the 'open door policy' to learn very quickly it exists in name only and decide it's safer not to speak up in the future?
2. We say, 'Don't come to me with a problem unless you also come with a solution.' That's a tremendous amount of pressure to place on someone who hasn't been taught how to access resources or who hasn't been given the authority. On the flip side, there are those people who complain often about the most trivial of issues ('She left her stapler on my side of the desk again!') and this may be a good way for management to encourage people to work these things out for themselves.
But, how do we strike a balance between those who complain at the drop of a hat and those who have valid concerns?
Teach them how to raise an issue with a structured de-brief process by asking:
Step 1: What circumstances did you face?
Step 2: What actions did you take?
Step 3: What results did you get?
Step 4: What lesson did you learn (if any)?
You can also use this model to facilitate problem-solving for the future:
Step 1: What circumstances could you face in the future?
Step 2: What actions would you take?
Step 3: What results would you get?
Step 4: What lesson would you learn (if any)?
The Benefits
You, as manager, get more information so you can do your job better
You develop your employees to learn how to think through problems, analyze their actions, propose solutions, and learn from mistakes
You encourage communication
Bonus Tip:
Ask employees to rate their concern on a scale of 1 to 10, so you have a better idea how important their concern is...to them! After you walk them through the debrief process (above), ask them to rank their concern again on a scale from 1 to 10. It'll be interesting to see if they change their perspective!
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