Last week, a team member was talking negatively about workplace decisions to other staff members.
Occasional venting or expression of negative emotions to a colleague about certain situations isn’t a bad thing in every scenario. However, there are boundaries to be cautious with this mindset.
Complaints can be used to exercise power and influence perceptions. Especially if coming from someone senior.
Generally, this doesn’t happen in our workplace. Sure, that’s what we all say.
You must be willing to talk truth to the most important leaders. Not whining or complaining to others. That is not the culture we are about.
My first instinct is to react (my instinct, not response). Followed closely by looking in the mirror.
Last week's incident was addressed and resolved appropriately and timely by the team. I’ll leave out the detail however, it got me thinking.
Where have we failed here (as a team)?
We know as a company we should encourage talking about how individuals feel in relation to decisions (at all levels). Furthermore, we must have a culture and channels to support individual opinions.
I’ll call us out. We think we encourage this, but we don’t often talk about it regularly. That’s the difference.
On the other hand, it's true, some people enjoy complaining as much as they enjoy doing nothing about it.
There is also a pattern that complaining generally comes from those who accomplish less than those who often don’t have anything to complain about.
Nonetheless, here are some tips for dealing with a complainer in the workplace:
We must be encouraging for our team to feel uncomfortable and talk about both simple and complex ideas.
Often, employees generally know effective solutions to problems. Over time, we can encourage employees to become effective problem solvers rather than complainers by empowering them to feel comfortable to talk in the first instance.
We need to continually improve listening intelligence culture in the workplace.
For example, we can all take a moment to understand a viewpoint before replying.
As a company senior, speaking your opinion first can be leadership. But speaking last can be leadership.
The side effect of speaking first to the group while in a leadership position is that perhaps you put doubt in others, and they may not speak their idea or truth.
You permit opinions at all levels in a raw state when you not just listen, you encourage all thoughts, irrespective of your alignment to them.
Remain radically candor and encourage this quality characteristic.
Radical Candor happens when you challenge people in a caring way, while keeping your opinion humble. Instead of complaining, give feedback that's kind, clear, specific, and sincere.
Continue to have their back.
You can remind your employees that you’ll have their back if they make the wrong decision, and you’ll treat it as a coachable moment.
The most junior employee should have the opportunity to overrule the most senior employee.
If an employee presents the right evidence or data, they should have the power to overrule anyone in the workplace.
If it continues, separate.
If you’ve exhausted your options, sometimes it’s best to move on from that employee, and find somebody that better aligns with the company’s values.
It’s easy to forget we were all new and wet behind the ears at one point in time.
Truthfully, my reaction 15 years ago would have been very different to my reaction now. I guess that’s part of experiencing growth.
Go against the grain and next time you have a complainer, try taking them by the hand, be radically candor, and offer them guidance.
This approach will cultivate a more optimistic mindset and remind them that tough times are transient.
Chances are they’ll never forget you took this approach.
Comentarios