Contemplating to take on another task but this has a solution at the end and a restful night's sleep. Book a Spring Dust Off A Guide for Leaders: Embracing the Voice of the Team

A Guide for Leaders: Embracing the Voice of the Team

When I came across an article advising employees on how to voice concerns to managers it was a good opportunity to highlight the contrast between an atypical business approach and the ethical strategy of HouseRules. While well-intentioned, its recommendations could inadvertently stifle open communication in the workplace. In this post, I’ll outline more constructive approaches to giving and receiving feedback that foster a positive company culture.

Cultivating a Culture of Open Communication

The original article discouraged directly raising grievances and put the onus entirely on staff to solve problems. However, with a framework in place that sets rules and provides guidance and processes, candid critiques become opportunities for improvement rather than points of contention. Here are some best practices for making feedback beneficial for all.

The Value of Unfiltered Feedback

All employee feedback has value, even direct complaints. Their candid perspectives should be encouraged, not discouraged. Dismissing or avoiding grievances that are raised directly can shut down open communication channels. This deprives leadership of crucial visibility into problems that may exist at all levels of the company.
Rather than reacting defensively to criticism, managers should create an environment where people feel safe surfacing any workplace issues. Listening to unfiltered feedback demonstrates a commitment to transparency. Of course, there is a balance – complaints should be handled constructively, not just aired repeatedly without resolution. But the first step is giving employees a voice through unfettered, honest feedback.
HouseRules can provide the structure to address concerns that arise in a solutions-focused manner. Complaints often reveal where new rules or processes may be needed. Giving all feedback its due merit, with the tools to act on it, leads to positive growth.

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Balancing Individual Contributions

While encouraging employees to propose solutions is positive, placing the entire burden of problem-solving on individuals has limitations. Not all team members may feel empowered to independently analyse issues and develop solutions.
The most effective approach involves balancing individual contributions with collaborative problem-solving. Managers should foster a culture where everyone feels heard. Then guide the process of finding solutions together. Rather than pressuring staff to be in-house saviours, leverage the diverse perspectives each brings. Seek their ideas while providing support and resources to uncover root causes.
With a collaborative process guided by leadership, employees can feel valued for their direct feedback while also contributing to improvement. The goal is to build an engaged team through trust and cooperation.

Shutting down your team can be detrimental to your business. With HouseRules you work on understanding your business and therefore you're open and encourage constructive feedback.

Mind the Boundaries

Collaborating with staff is advantageous, but clearly defined roles and responsibilities remain key. Without structure, expectations can morph into confusion. Employees stretched thin solving issues beyond their role’s scope can feel pressured to be organisational saviours.
Managers must mind the boundaries. Don’t continually push major problems onto the plates of staff not equipped to properly handle them. It’s on leadership to clarify challenges outside of defined staff roles. Provide the necessary support and resources to guide collaborative resolution. Employees can then constructively contribute within their capabilities.
Well-defined lanes enable staff to raise concerns while empowering managers to effectively address bigger issues. HouseRules erects the guardrails for aligned responsibilities, expectations and processes.

Feedback is fuel for improvement

You have choices when we work together.  From having your existing policies reviewed and going through the recommendations.  Moving all the way through to offering a bespoke service of stepping in and working through what is already in place to either

You can always start with a no-obligation Humming session. And we can move at a pace that gets you to the transformation of working on your business with ease and a trusted internal community.

Don’t Brush Off Complainers

Reliable problem-solvers often go unappreciated, quietly handling issues while shouldering more and more. They become so dependable that promotion is unlikely. Their expertise makes them indispensable in their current role.
Meanwhile, some may become spotlight-seekers playing the game. They concentrate on building their profiles through bare minimum contributions. The investment is in self and they are not looking to become a lasting member of the internal community. Your business is a stepping stone to better prospects.
Whereas the so-called “complainers” offer value too. Their feedback gives early warning on inconsistencies and improvements needed. Rather than dismiss complainers, recognise their function and the value they bring to your business. Pair their evaluation skills with problem-solvers solutions. Leverage all voices, don’t let complainers become silenced.

With the right structure in place working with The Ethical Strategist, you’ll come to understand the internal workings of your business beyond the sales and marketing. As a business owner, you will respect having your HouseRules which will have you recognise the hidden gems and encourage you to utilise all talent appropriately.


PS. If you would like to read the other article you can find it here.

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