We learn more from our failures than our successes. That’s why this Thanksgiving I’m thankful for the employees who are brave enough to standup for what is right, even when it runs contrary to senior management’s point of view and risk disapproval.
When an employee raises a concern they deserve to be listened to. Maybe they are chronic complainers, but maybe, just maybe they have a point.nbsp; If you listen with your heart and really hear what they are saying you can engage them in effective problem solving. But if you ignore them, play the blame game or otherwise shoot the messenger you will disenfranchise them and that can have costly consequences for you and your organization.
Disenfranchised employees blend into the woodwork. They don’t want to be the bearers of bad news. They say as little as possible. While that may be expedient in the short run, in the long run it’s an attitude that can metastasize across the corporate culture like an aggressive cancer and choke the flow of meaningful information.
It means “problems,” including legal liabilities, are dealt with only when they’re too big to hide. As a result, risk management is reactive – not proactive – and much more expensive to solve or contain.
William D. Green,chairman and C.E.O. of Accenture, said in a recent interview that caring is one of the keys to leadership success. Indeed, “recogniz[e] that the people around you are the ones who make you look good.” Being a good listener is one way to show you care and it will help employees raise their game instead of their defenses.
So this Thanksgiving give thanks to all the employees who care enough about the organization to stand up instead of shut up and to everyone willing to point out problems and areas for improvement. Better yet, give thanks everyday.