How To Break The Employee's Silence?

An angry customer, an invalid process, or a tough project. When you face these difficulties, you need it. staff Frank. They are very experienced in these matters. Smart leaders know that employees are the source of new ideas and the first line of defense against losses.

For many working class employees, giving prompt feedback at any rate seems more risky. They are not inclined to break the status quo. In the economic turmoil, employees do not want to get into trouble. They may think: this project may have problems, but I will not do that to tell. Boss People.

Maybe you have noticed that some employees look even more. silent A little more willing to be content with the status quo. The feedback they provide is not constructive, at most harmless. You want to know what these enterprising employees have been through.

Even if your company does not lay off employees, employees will read the news and know that the unemployment rate is high. The people they know may be unemployed or about to lose their jobs. Many people are secretly worried that they will be the next. From their point of view, it is best to work hard and keep their mouths closed. Self imposed silence has become a means of self-defence.

So how can employees be presented? critical Of Feedback What about it?

1, analyze corporate culture. Is silence a problem of the entire corporate culture? Do employees feel that their ideas and opinions are often ignored, or are there only a few employees who think this way? For example, a female employee's partner has just lost her job, and she may feel anxious. Evaluate corporate culture, which allows you to measure the scope of problems and develop strategies accordingly. {page_break}

2, realize the worries of employees. The most terrible nightmare of employees is what they say or do, which makes the boss lose confidence in them. Let employees understand how important their constructive ideas are, the future of the company, and let them know that you welcome them.

3, reward the staff who provide good suggestions. Reward those who contribute to the implementation of the work and show them in a more interesting way. For example, you can buy a cheap, funny thing from a second-hand store as a prize, and employees will gradually identify themselves.

4, establish team awareness. Employees want to know that everyone is a member of the whole enterprise. To let them know how the company works, they are not fighting alone, and the key is good communication. Employees who trust their boss are more willing to express their thoughts.

5, take advantage of small companies. In small companies, there is almost no top-down management, which allows more closeness and creativity in work. Regular one to one conversation is a simple way to keep in touch with individual employees and let them speak. Some employees feel that it is more comfortable to talk about themselves in a one to one conversation than at the plenary session.

Finally, do not lose confidence in employees. Perhaps they seem to be shrinking recently. They are still very smart and talented employees, but the economic situation makes them afraid. You have to let them know that it is better to sit down and put their thoughts on the table.