Have you ever felt that that the only time you can say to your boss what you really want to say is once you've resigned?

Fear of 'speaking up' is often the biggest frustration for most people in the workplace, and one of the main drivers of why people resign. Is it really worth speaking your mind at the risk of being nullified, or is it just better to move on?

“A lot of our leaders today don't see resignations coming, and there is a simple reason for that; they aren't listening!”

The secret sauce is in the source!

Take the analogy of a tree that falls in a forest. Did it really fall if you weren't there to hear it? Now take that analogy and apply that to your business. Most businesses want their people to have a voice, but what's the point if your leaders aren't prepared to listen? The voice of a business isn't that instruction sent down from above, or the strategy dreamt up in a boardroom. It's the collective ideas, opinions and values that every individual in that business truly believes and practices. We as leaders simply must listen to that voice and incorporate that into an executable strategy.

Try to view the leadership style of your management from the eyes of your Troops, rather than that of your Generals. Whilst hard to do, step by step this approach is likely to build trust and the backing of your people, a bond that will move with you from company to company. In my opinion, it's a skill that very few leaders have and something that I am still learning. It requires you to listen and adapt.

I met with the former HRD of a very successful consumer goods business last month; a business that has been recognised for high levels of staff engagement, as an employer of choice for several years running, and an incredibly low attrition rate. When asked what the secret to their success was, she replied:

“Why do most business lose their staff?' The answer is simple; Their leaders. 8 out of 10 who leave roles prematurely state their manager was a key part of their decision.”

Teach a man a fish, or at least, how to sing a tune…

So what did they do differently? They didn't just rely on what their leaders fed up. They started to listen to their people as well. They initiated open 360-degree feedback which wasn't a guarded or a tick box Q&A, but a well-mediated chance to have a say. They did it in a constructive and safe environment. They created a culture of mutual respect. They acknowledged that their leaders weren't Gods, but people who had their own vulnerability and flaws and were prepared to recognise them and were willing to change. They created a safe environment in which employees could speak their mind without fear of being singled out or persecuted. They created forums for open discussion.

Not only did they create a trusted environment to foster employee feedback, but they also provided the training to tools to allow their people to communicate effectively. There's no point in giving someone a microphone if they don't know how to carry a note, so to speak. Teach them how to hold a note and you may uncover something truly incredible!

Most importantly they maintained a strong leadership structure but without the politics associated with hierarchy. They moved away from a culture of perception 'smoke & mirrors' to a culture of action and results.

Completing the puzzle

The final piece of this jigsaw was the MD's connection to his people. He made a point to know everyone in his business personally. If somebody left the business, he would make a point to keep in contact because he understood the impact that one person could have. He knew his time was better spent getting to know the people who made his business move rather than just listening to his leaders framed perception of what was going on under the surface. He trusted the leaders to do their jobs well, but also trusted that they wouldn't spin him a story. He was an MD who was prepared to hear the unfiltered truth and from everyone. Most importantly everyone in his leadership team was courageous enough to share their truth without fear of losing their job. They fostered authentic relationship and an incredibly open work culture.

This was an incredible turnaround and a story that I felt was worth sharing with my network.

“Just because you're listening to him doesn't mean you're hearing him”.

Source: White Men Can't Jump


If you'd like some assistance in recruiting an all-star leadership team, or if you are a jobseeker who would like to work with an employer of choice, contact the team at Morgan Consulting. You can also register to receive job alerts here!