Estimated reading time: 4 minutes
I want to start today’s article with a story. Many years ago, I worked for an organization that required professional business attire. Every day. No exceptions. I thought it was a bit antiquated. What you wear doesn’t determine how good you are as a manager and leader. So, I pitched the idea to my boss to let us wear business casual attire. She said “no”.
Interestingly, a few months later, she came to me about the idea. Said that she thought the timing was good to pitch it to senior leadership and wanted my input. The result? Casual Fridays. Which eventually became casual every day.
The reason I wanted to share this story is because sometimes employees might feel frustrated because they don’t feel anyone is listening. I know I felt that way when my boss initially turned down my idea. But looking back, she did listen. What I’ve learned over time is that listening and saying “yes” are two different things.
As leaders and managers in our organizations, we need to make sure that our teams know we’re listening to them. Even when the answer is going to be “no” or “not right now”.
We’ve talked before about using listening styles to become a better listener. When we want to present an idea, we’ll want to think about how someone likes to communicate. Not only does this apply to the person presenting the idea, but also to the manager or leader who is being asked to comment on the idea.
It could also make sense to create some sort of idea parking lot. You know, in meetings when someone brings something up that’s not on the agenda, we move it to the “parking lot” so it can be added to an upcoming meeting agenda and discussed properly. Maybe we can create an idea parking lot where ideas go and are revisited later. The thought being if they’re still exciting after some time and a little vetting, then they might be worth testing out.
Another way to help employees feel that their ideas are being heard, is to have the team discuss them. It’s possible that the team might take a draft of an idea and turn it into something fantastic. Give a couple of team members the task of researching options and coming back to the group with details. This option can also be helpful if the team is generating lots of ideas. It is possible that there are ideas that conflict with each other and this process would allow the team to sort that out. Who knows … maybe a couple of ideas that initially compete with each other can be merged together to form something great.
Bringing the team into the research and decision-making process can be valuable for several reasons. First, it helps the team understand what’s involved in getting an idea approved and implemented. Next, it encourages team communication, problem-solving, decision making, and consensus building. Finally, it allows the team to feel like they have a direct impact, which can increase engagement.
It can also increase the total number of ideas that the organization gets. Which is a good thing. If employees see that ideas are being approved and implemented, that could encourage others to start sharing their thoughts as well. Those employees who are quick to say, “Oh, they’ll never listen to me.” might change their mind.
Employees are smart. They have great ideas. Organizations should want to hear them. That means managers and leaders need to listen. And let employees know that they’re listening.
Image captured by Sharlyn Lauby while exploring the streets of San Antonio, TX
