13 Best Ways To Encourage Employees to Speak Up
As an employee, it can often be intimidating speaking about professional issues in the workplace.
You do not want to overstep, say the wrong words, or risk getting fired or put on the bad side of your manager. It is your responsibility as a manager to help those within your department to communicate.
Employees who are struggling to speak up need to have things set up so that they don’t feel self-conscious about coming out with their grievances or concerns. If these employees are not assisted, these underlying problems could later affect their performance and the overall work environment.
Managers can begin conversations by asking what is going well and what can be improved. The key is to really listen and give them a free space to speak up without interruptions. It is also important to set healthy boundaries. Know when you are overstepping and vice-versus and set an example by modeling this behavior to your employees.
The best way to get employees to speak up is to prove that what they say is a valuable piece of your leadership strategy. Take their concerns seriously and take action to address them. Even simple words of encouraging feedback during a one-on-one will give positive reinforcement.
Avoid negatives. If you want your employees to feel welcome in giving feedback, avoid degrading their responses. Avoid the phrase, “Yes, but…” because that negates their input. Don’t argue feedback. Instead, thank them for their input and learn more. Ask questions when you don’t understand or agree. Invite them to generate solutions to their problems and explore ways to address their ideas.
It is also important to listen without judgment. Avoid making judgmental facial reactions or closed body language such as folding your arms or crossing your legs. Body language is key.
Avoid language that may come across as a know-it-all who has all the answers and solutions to problems. Let your employee give suggestions on solutions and show you are willing to work with them to find a solution. Doing these things will build trust and openness during one-on-one conversations.
Don’t accept the obvious. If an employee says everything is fine or “all good” when asked how things are, they may be avoiding confrontation. If you consistently express interest and concern and show that it is safe to open up, you may get a deeper response down the road. Try asking questions such as “what is fine?” or “and what else?” to open the conversation.
Work to create trust. Trust is one of the key factors in getting your employees to open about feedback. Ensure that what is discussed during a one-on-one stay in that room and between only you and that individual. Trust is also at the heart of building better relationships.
Lead by example. Leaders can lay the groundwork by voicing honest feedback or concerns with workers, leading by example and demonstrating that all opinions are valued. Be as open and honest with your employees as possible, but in a positive light, so your employees will later do the same.
Align more closely with HR. Getting HR involved can seem kind of intimidating as it is often seen as a bigger work threat. However, if you get HR out from the desk and more present at work, they may be able to work with you to give you feedback on their professional observations on what could be a work-related concern. Working with HR will also show employees you further care and will make communication easier on a weekly or biweekly basis.
