We Pay the Price When We Try to Provide Candid Feedback
The Challenge
Employees are afraid to provide candid feedback because they believe that the leadership team doesn't create the environment where it can be given without repercussions. Therefore there is no transparency in communication and many times incomplete or inaccurate information is given resulting in poor decisions.
The Core Problem
Grass Roots employees are the closest to the day to day problems, yet don't feel like they have the support of their line executive or manager in speaking what needs to be said. Studies show that "getting people to speak candidly with them, even it if is bad news," is one of the greatest challenges organizations face. If any past event in an organization’s history resulted in any form of repercussion for someone speaking out, then that incident lives a long life and people will speak political correctness. Managers have to work extra hard to create a safe environment that encourages open and candid conversations. But the critical question for executives and managers is this. How do you create an environment where people can trust the management team not to ‘shoot the messenger’?
THE LIFELINE TO SUCCESS
In our workshops with the Grass Roots workers we provide two mindsets. One is to provide employees with the bosses lingo and the second is analytical skills that empower them to speak freely about specific problems. In addition, they are taught that when they bring issues forward they should also have suggestions on how it can be resolved. They develop action plans that are focused on making permanent process changes that eliminate the problems from ever happening again. When an organization has executives and leaders who have their front line workers speaking-up the information they receive allows the leadership team to make better adjustments. Leaders are able to prioritize where their support can do the most good. In our Leadership workshops we provide a formula for executives that establishes trust in the work environment for employees to speak with integrity. Feedback must be focused on the organization's priorities and have suggestions on alternative actions to be considered. This is reinforced by role-playing, observing management and front line conversations, coaching to all parties during our intervention, and providing regular updates to executives.
"Feedback with Integrity is the Manager's Lifeline to Success." This is the hallmark of our work and an essential truth that we emphasize regularly. It provides lasting value to our clients and the day-to-day relationships of their workers knowing they have a freedom to speak up and make a difference in their company.
