Tina Lewis Rowe

Asking For Employee Input And Actually Using It

A supervisor shared his experience: “I would like to ask employees their thoughts about problems or just about work issues, but it comes back to haunt me every time! Sometimes their ideas are so lacking in reality that I can’t help but get irritated. Worse is when I get five ideas from five different people and all of them complain because I didn’t take their advice!”

It sounds as though that supervisor could use some new methods for how he asks for input from employees and how he uses it.

Asking for input the right way.

• Pick the right time. Don’t expect the most effective input when someone is just walking in the door or getting ready to leave or if they are very busy. Consider scheduling the time.
• Ask for thoughts or ideas, not for advice. Advice comes with an expectation that you will take it or reject it. Thoughts or ideas are simply expressions of opinions to add to someone else’s thought processes.
• Ask for thoughts not rants. Sometimes a general “what do you think” is OK, but try to focus the remarks of the employee toward the information you are seeking. Don’t reward people who are known for arguing or getting angry, by implying you like that behavior. Not, “Greg, if anyone can find the flaw in this you surely can.” Or, “Lisa, let me know what you hate about this idea.”
• Give people time to think about it. Most of us can quickly produce a half-baked idea. However, have you noticed that your best thoughts come after a conversation? Give people a chance to cogitate about the subject in which you want their input–even if only for a few minutes. Email or call ahead. Or, do as Captain Rudy Phannenstiel used to do with me: “I’ve got to make a phone call but I’ll be done in about fifteen minutes. Be thinking about this and I’ll get back to you.” He always did and I had ideas ready! (Surprise, huh?)
• Let them know how you’ll use their thoughts. Make it clear that you’re getting several ideas and want theirs as well. Or, perhaps you just want to hear someones philosophy about a topic–say that too. Don’t promise that all ideas will be used or that you’ll make a choice based on suggestions. Just listen.

Responding to input and using it.

I wouldn’t go so far as to say you’re better off not asking for input at all than asking for it but not acknowledging it–but that’s near to the truth most of the time. Your response to input and how you use it are key issues that can make getting input a positive or negative experience.

• Whether you agree or disagree, acknowledge that you listened and heard. A few simple statements can let people know that you have listened and heard. “That’s good for me to know.” “That’s a viewpoint I need to hear.” “This gives me something to consider.” “Interesting way to look at it. Thanks.” ”Hmm. I’ll add that to the opinions I’ve gotten from other people. Thanks.”
• Emphasize positive aspects of the conversation. “I was wondering what you thought about it, so thanks for letting me know.” “I’ve asked several people and I wanted to be sure to ask you.” “I think of all of you as the best resources I can have.” “I’m lucky to have someone with your background here.”
• Make notes so you can remember. A month from now or next year, it will be good to have a few reminders about ideas you’ve received or the opinions of employees or others. Take the time to send yourself an email or make a file folder, if you asked for thoughts about something significant.
• Follow up, even if very casually. If you frequently ask for input you don’t need to send a thank you note each time you listen to an employee. However, you can certainly make the effort to say a quick thanks. “Thanks again for your thoughts today.” If someones ideas were a large part of your deliberation or if you used their ideas or suggestions, put it in writing.
• When possible, reflect employee input on performance evaluations. Use your notes to remind you and them that you value their contributions. A few sentences is enough, unless the input was extremely valuable. “In this reporting period Cheryl was a helpful resource about several key issues. Among them….”

The bottom line: Look for chances to ask people with whom you work for their thoughts, opinions, experiences, concerns, observations, ideas–and now and then, perhaps, advice. Make it a positive process for you and for them. It’s a great way to strengthen relationships, learn more about others and gain insights you need for effectiveness.

July 26th, 2011 Posted by TLR | Life and Work, Supervision and Management | 5 comments

Correcting Work Problems With Precision

Two Big Questions About
Performance or Behavior Problems At Work

When a supervisor or manager becomes aware of an error in performance or behavior the first two questions to consider are these:

1. What was done wrong? 

2. Who did it the wrong way?

Before you cringe at those tough questions, consider how crucial they are for ensuring precision about correcting problem performance and behavior at work. Without that initial analysis of a problem supervisors can make mistakes that create huge levels of resentment and frustration–and work problems can continue for years. (As they often do!)

What Was Done Wrong?

A precise statement about the behavior or performance error will help keep the focus on the primary concern. Secondary issues may be disclosed and may be part of solving larger problems. However, the problem that started it all should be corrected immediately with direction or assistance from the supervisor or manager. Or, the employee should make a clear committment about his or her plans to ensure the error never happens again.

Who Did It The Wrong Way?

Supervisors should discover precisely who didn’t turn in their widget budget, what shift most often loses widget folders, what is the average experience of those who have failed to tighten the widget bolt, who was late to the widget meeting and who hung up on the person calling about widgets. That information will ensure precision about how to focus retraining or corrective actions and how to prevent future problems. 

Being precise about responsiblity will also prevent scattergun correction in which all employees are retrained or lectured for what only one person did incorrectly. If a supervisor or manager is concerned that one error is just the tip of an iceberg, it would be appropriate to discuss a process or program with everyone. But those discussions should not imply that everyone has done something wrong–especially when they know precisely who did!  

The bottom line: There are many other questions to ask and answer on the way to correcting performance or behavior problems at work. But, thinking back over your career, wouldn’t it have been a good thing for your managers and supervisors to have been more precise about what was done wrong and who did it–and what they were going to do about it?

July 19th, 2011 Posted by TLR | Challenging and Problematic People, Personal and Professional Development, Supervision and Management | 3 comments

Replace Businesslike With Professionally Pleasant

How Do You Look and Sound? 

The concept of sounding and looking businesslike seems as though it would be appropriate for a business setting. Unfortunately, it nearly always translates to an unfriendly facial expression and a disinterested, bored or angry tone of voice. 

Test it by looking in a mirror with a “businesslike” expression. See how robotic and cold you look? Hostile, even? Practice a phrase with what you consider to be a businesslike tone. Can you hear how curt and unwelcoming you sound? When there is no welcome in your voice, it doesn’t matter what the words are, you sound unpleasant.

Now, test yourself by smiling (not a grinning, just  smiling) and asking, with a friendly tone, “How can I help you today?” Smile while saying,  “I’m happy to be asked questions and I’ll also be happy to answer them.”

Whatever you say, say it with a sound that is encouraging and pleased to be asked for help, not discouraging and irritated that you’re being bothered. You will feel differently and sound differently. You will certainly make a better first–and lasting–impression. (This applies to your internal customers at work as well!)

July 7th, 2011 Posted by TLR | Life and Work, Personal and Professional Development, Service to Customers, Clients and Coworkers | 4 comments