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Top 5 Things Employees Are Afraid To Tell Executive Leadership
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Top 5 Things Employees Are Afraid To Tell Executive Leadership - Executive Leadership Articles

Top 5 Things Employees Are Afraid To Tell Executive Leadership

Executive Leadership Articles

Top 5 Things Employees Are Afraid To Tell Executive Leadership

In business as in every part of life, effective communication is key to success. Communication works both ways through the giving and receiving of information. Ideally, employees should feel comfortable enough to bring issues to their Executive Leader, even if that issue is a criticism of him or her. The ability for employees to express problems, however, is not always an option in some cases. Here are some common concerns employees have with their directors and managers:

"Please trust me to do my job." The word "micromanager" has been floating around as a negative term that should be avoided, but it fundamentally means a leader who does not trust his or her workers. This can also be an issue for managers who are used to doing the jobs that are now done by employees. In either case, constantly checking on employees can interrupt their work flow and cause tension in the workplace. Workers who feel trusted and valued will also be more willing to bring issues to a boss when they feel that they won't be instantly criticized.

"Please tell me directly if changes need to be made." Sometimes changes need to be made or problems need to be corrected in an organization. Especially in these situations, direct communication, either in writing or given verbally, is often the best in a professional setting. Taking care of a minor situation before it becomes a major problem is also an important component of management. Dealing with issues swiftly and decisively shows true leadership and will keep a business running effectively.

"Please focus on what needs to be changed, rather than what I am doing wrong." While problems should be dealt with directly, once the problem is established, focus on fixing it. No one likes to be criticized, although there may be times when Executive Leaders must offer feedback to their employees. Find the "constructive" in constructive criticism and move forward. The momentum should always build toward improvement and progress. This way, workers do not feel belittled, and the energy of the organization can move in a positive direction.

"Please don't tell me one thing and the other employees something else." Be consistent in communicating with staff. Nothing causes confusion like conflicting instructions, and differences in tone and means of communication can send different messages to workers. Consistency keeps everyone in the organization on the same page, while also building trust between the executive leader and his or her employees.

"If I act on your decisions, and it doesn't work out, please stand up for your decision and the part it played in how things happened." Nothing gives workers confidence like knowing their manager will back them up. Things do not always go as planned, but taking responsibility for decisions is a vital part of being an Executive Leader. It shows maturity and an investment in the organization. Employees will respect a leader who stands by their decisions, even bad ones, rather than placing undue blame on the workers.

For Executive Leaders, trust and confidence are important elements in their relationship with their employees. An Executive Leader who can foster that trust and confidence will also build an effective and positive workplace and therefore a successful business.

 

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Top 5 Things Employees Are Afraid To Tell Executive Leadership - Executive Leadership Articles

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