The owner is a millennial who has really struggled with other millennials that work for him. It drives him crazy when he asks for input from his millennial workers, he gets virtually no response at all. This is a phenomenon this employee retention specialist has heard from numerous leaders and owners. One of the things that I pointed out as a real strength of millennials is they tend to be very collaborative. He was quite surprised by this when I mentioned it because that has not been the case in his organization. So, we began problem solving about what he could do to get more input.
This owner genuinely believes in collaboration and wants input. However, he is also the type of leader that takes bold action and is decisive. At times, he will quickly decide without asking for input. He often sees the answer to the problem quickly because he was trained well early in his career on how to problem solve. On the vast majority of situations, he is correct in his decisions. The only problem is by not asking for the input of his people, he sends the message he does not want input. This also creates a situation in that he doesn’t see things from his employee’s viewpoint because he has been in a leadership role most of his career. So, he thinks like a leader and not like an employee.
When this employee recruitment expert explained this to him, he began to look back on some of the decisions he had made and recognized he came up with good answers but not necessarily the BEST answers because he didn’t look at the problem from all angles. In addition to driving employee engagement, asking for input might enable him to implement decisions faster. By asking for input he would minimize pushback when implementing the solution because, if done properly, employees would feel they were truly heard. If employees feel they are truly heard it drives both engagement and employee retention because employees feel respected (The “R” in C.R.A.P…Caring, Respect, Appreciation, and Praise) when they are listened too.
Whenever I talk to leaders about decision making, I always tell them to err on the side of asking for input. As you ask for input more and more, you will find employees coming out of their shells and contributing more. If you do, not only will you improve employee engagement but also be contributing to improving your employee retention.
Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation, and Praise) Why? Because C.R.A.P. Works!
Are you concerned about the employee turnover you are experiencing? If so, email me at firstname.lastname@example.org to get my Employee Retention Self-Audit. In the email, make the title “I’m Desperate” and I will get the self-audit out to you!