Do you know how they grow mushrooms? They keep them in the dark and cover them with shit, sorry, I should say manure.
Being ‘left in the dark’ and being covered with ... is one of the most unpleasant, de-motivational and destructive situations to be in in the work environment . Lack of information doesn’t stop people thinking. They make their own conclusions, often wrong ones. They feel ‘small’, as not being trusted, leading to de-motivation. They use up plenty of time in debating and gossiping with a negative effect on productivity.
So, if you are a manager and want to show respect to your staff and create a motivational environment, please be transparent. Some scenarios:
DELEGATION
If you ask your staff to do something, explain the rational behind it.
BIG DECISIONS AFFECTING STAFF
If you or your organization takes a major decision, explain why this has been made. It is still possible that some staff ‘grumble’. Be firm, highlight that this is the decision, stop ‘grumbling’ and go on with (working) life. Going against the decision never makes things better, often worse. Nearly all of your staff will finally appreciate this type of clarity.
There is one exception to the above. Sometimes you may be as anxious as your staff if a major shake-up is about to happen and you also don’t have any information. Of course, if big changes are about to happen, many staff will be concerned about their job responsibility / security or even may express de-motivation. In this case, explain to your staff that you also don’t know, however, until announcements are being made everybody is best served to continue to do a good job. If possible, secure a date when the announcement can be made. The famous joke – Staff to boss: “Boss, I like to know my future in this company.” – Boss to staff: “So do I.” has no place in an environment of big re-shuffles in the organization.
ASKING QUESTIONS
Nobody likes to be asked questions without knowing where this may lead to. If you need to ask questions, explain why you need to ask these questions, i.e. “Before I can give you my advice, I need to understand your situation a bit better. May I ask you some questions?”
MISTAKES
Imagine that you made a mistake and now you are not sure about the reaction of your boss. That is not a nice feeling. So, if your staff made a big mistake. Have a good conversation with them. Discuss the mistake, how to make up for it, what learning took place, and release with the appropriate comment. At least the air is being cleared.
TRANSPARENCY IN REVERSE
If you personally are subjected to lack of transparency, don’t assume, gossip, feel insecure. Rather go to the person who knows and clarify.
SUMMARY
Keep our staff informed, communicate as open as your company policy allows for. Once is this done expect your staff to go on with doing a good job.
Being ‘left in the dark’ and being covered with ... is one of the most unpleasant, de-motivational and destructive situations to be in in the work environment . Lack of information doesn’t stop people thinking. They make their own conclusions, often wrong ones. They feel ‘small’, as not being trusted, leading to de-motivation. They use up plenty of time in debating and gossiping with a negative effect on productivity.
So, if you are a manager and want to show respect to your staff and create a motivational environment, please be transparent. Some scenarios:
DELEGATION
If you ask your staff to do something, explain the rational behind it.
BIG DECISIONS AFFECTING STAFF
If you or your organization takes a major decision, explain why this has been made. It is still possible that some staff ‘grumble’. Be firm, highlight that this is the decision, stop ‘grumbling’ and go on with (working) life. Going against the decision never makes things better, often worse. Nearly all of your staff will finally appreciate this type of clarity.
There is one exception to the above. Sometimes you may be as anxious as your staff if a major shake-up is about to happen and you also don’t have any information. Of course, if big changes are about to happen, many staff will be concerned about their job responsibility / security or even may express de-motivation. In this case, explain to your staff that you also don’t know, however, until announcements are being made everybody is best served to continue to do a good job. If possible, secure a date when the announcement can be made. The famous joke – Staff to boss: “Boss, I like to know my future in this company.” – Boss to staff: “So do I.” has no place in an environment of big re-shuffles in the organization.
ASKING QUESTIONS
Nobody likes to be asked questions without knowing where this may lead to. If you need to ask questions, explain why you need to ask these questions, i.e. “Before I can give you my advice, I need to understand your situation a bit better. May I ask you some questions?”
MISTAKES
Imagine that you made a mistake and now you are not sure about the reaction of your boss. That is not a nice feeling. So, if your staff made a big mistake. Have a good conversation with them. Discuss the mistake, how to make up for it, what learning took place, and release with the appropriate comment. At least the air is being cleared.
TRANSPARENCY IN REVERSE
If you personally are subjected to lack of transparency, don’t assume, gossip, feel insecure. Rather go to the person who knows and clarify.
SUMMARY
Keep our staff informed, communicate as open as your company policy allows for. Once is this done expect your staff to go on with doing a good job.
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