(Business Management)
Employees choose silence
Management problems
Jiaxing Shengbang Technology Co., LTD
Employees are important assets of an enterprise, and the success of an enterprise cannot be separated from the active input and contribution of employees. Similarly, employees need the platform and resources to realize their own value and growth.
01 Why do good employees start to rot
You may have also seen this phenomenon, the team members who were doing a good job, highly praised, suddenly lie flat and rotten, do not take the initiative to work, and work standards have been greatly reduced, from "Wolf work" to "Buddha work." What is it about a good employee that suddenly starts to suck?
Good or bad, the result is the same
In fact, many companies have such a situation, do not reward good, do not deal with the poor, when an employee's pay and return is not proportional, can only choose to put rotten!
The fault tolerance mechanism is too poor
Want innovative good results, but are not willing to bear the cost. Good work is not rewarded, wrong work is punished. For a normal person, you have to work less.
The more efficient you are, the more you work
A good employee does more work and is efficient, and the leader is likely to give him more work in the name of "ability to work more" or "work saturation".
Lack of new challenges
Employees engage in repetitive work for a long time, there is no new challenge, no promotion space, low job recognition, in the long run, employees can not experience the fun and significance of work, and the sense of job burnout will occur.
02 Reasons for staff silence
"Do you want to speak out?" I think it is a psychological activity that every workplace person has had. It seems that there are similar "unspoken rules" in different workplaces -- when to talk? When to be silent?
1. Afraid to say it
Most of the time, bosses don't hear the truth, and employees have ideas but don't say them because they're afraid to. Some leaders do not know the essentials of communication, often interrupt employees, deny employees, and hit the enthusiasm of employees to make suggestions.
2. You don't talk
The information learned by the grassroots can not be communicated to the top in a timely manner, and it needs to be transmitted level by level, but in the process of transmission, either the information is interrupted, or the information is attenuated, and it is not paid attention to.
Every time the grassroots see the opinions or suggestions put forward, they are ignored, they will feel that the feedback is useless, and they will not be willing to give feedback in the future.
3. Conformity effect
When an employee perceives that his or her views are those of an individual or a minority, he or she is more likely to follow the crowd in order to conform to others, even if he or she is more correct. In fact, this situation is also a problem of team culture, the team does not encourage innovation, can not be fault-tolerant, so that the team formed a "law is not responsible for the people", even if it is wrong, the group is safe feeling.
03 How to let employees break the silence
1. Get a wide range of ideas
Improper communication methods, on the contrary, will create more conflicts, hurt the psychological security of the team, so that employees consciously "shut up", you have to break the "isolation layer", and go down to the grassroots to find and understand the problem. Be approachable and talk to your staff so they can confront you and share their thoughts.
2. Build psychological security so employees can speak up
Everyone seeks their own sense of security and belonging in society. If the employee feels safe in the team and has a sense of belonging, then he will dare to express his true thoughts. Managers should also dare to admit their imperfections, including their decisions and announcements, frankly admit their weaknesses, and frankly accept negative and ugly feedback, so that employees can not hide themselves and dare to be true to themselves.
3. Solve problems promptly
When you find a critical problem, be sure to address it immediately. When employees find that their suggestions are valued, they feel more dependent and loyal to the company.
4. Allow employees to make mistakes
People will make mistakes, and it is "do less mistakes, do more mistakes, do not do good", can not let employees in order not to make mistakes, choose to do nothing. Innovative enterprises, in particular, should encourage employees to try more, allow employees to make mistakes, and even encourage employees to try to make mistakes, so that employees can dare to speak up and dare to try new methods.
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