With some notable exceptions, most bosses recognise the wisdom in finding out how they’re doing as the big cheese.
Are you the traditional Cheddar, employees understand and appreciate, or the exotic Limburger no-one will go near with a 10 foot cocktail stick?
Well, you’ll never know unless you ask.
If you haven’t done this before, start by arranging one-on-one meetings with top team members to discuss their management styles. (Psst! This is actually a stealth springboard to launch into a conversation about how you manage the company.)
Next widen the survey through informal catch-ups with employees from as many departments as possible.
Finding out a few home truths about your style and status is likely to be chastening and inspiring in equal measure…but remember to quickly move beyond this mirror to the next step: inviting new ideas.
This is important to get a handle on your strategy and put everyone in the picture.
Because, while you’re busy taking care of business at the highest level, your employees on the frontline see every day where problems lie, hiccups might happen, and opportunities sit waiting. Their recommendations count.
Of course, as a wise person once said: ‘There’s no such thing as a good idea until it’s acted upon.’
So even when you accept feedback and take on board alternative thinking, failing to implement any of this is as good as clicking and dragging employee input straight into the trash can.
And there’s nothing more certain to put off employee interaction in the future than executive inaction in the present.
Conversely, employees whose proposals are given the green light – and who you keep involved as their ideas are fully developed – will want to stay on the mission.
Even the smallest proposals that improve efficiency, or make cost savings, boost the bottom line and this means inventive employees become directly involved in the success of your company.
Want to give this new working relationship momentum and make it a long-term deal?
Formalise the interaction by providing employees with the tools and training to maximise their potential then encourage them to share their thoughts at regular team meetings.
Sharing and rewarding creates a motivational culture – one that will inspire smiles across the organisation. Say cheese!
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