You want your employees to do well—of course you do! After all, when they do well, your department thrives and you along with.
You know that employees go along more readily with decisions they’ve had a hand in developing, so you ask your employees for their input on a regular basis. Yet somehow, it never seems to happen. You don’t understand why, even though you ask for employee ideas and suggestions, nothing changes. Your people slog along at their usual pace, enthusiasm at its usual ebb.
You may have fallen prey to the Stealth Saboteur: “Yeah, but.” Listen to how you respond to your employees, or your team members. Do you seriously consider their ideas? Do you actively look for the merit in their suggestions? Or do you proffer a perfunctory “Yeah,” only to follow it up with “but” whereupon you list all the reasons why not. Why their idea won’t fly, won’t work, won’t improve anything.
Why would anyone working with you want to contribute the fruit of their creativity only to get shot down with a “Yeah, but”!
Granted, some employee ideas may not be valid, and yet, within that idea there may be the germ of something that might be of value.
Next time, instead of bulldozing your employee’s idea with a cursory “Yeah, but” ask the person for more. “That’s interesting, tell me more.” “How do you see XYZ working? How would it be implemented? Developed?” From there, you can brainstorm with your worker, and out of that effort, a genuinely useful, productive idea may very well be born—along with renewed employee engagement and enthusiasm.