- This is one of those videos
you're gonna want to sort of gather everyone
around the computer,
or would send it out to everyone in your organization,
'cause I'm gonna discuss an issue that drives me crazy
that I see over and over again in organizations
when I'm coaching people,
or working with different groups or teams,
and it is the unhappy employee
who doesn't bother to tell management they're upset.
They sit at their desk, they brood,
they build up more and more anger
and frustration and resentment,
oh and they'll go tell other people in the organization,
or they'll go home and tell their family,
but they won't go to their manager, leader, boss,
whatever it might be,
and say hey, I'm not happy about this,
or I think this isn't going well.
Now, many of you that are watching this now,
that you think to yourself
well, I got some things I really don't like
about how they do things around here,
but I'm not gonna go tell my boss
'cause I'll get, and I love this term one person told me,
I'll get vaporized (laughs)
(zap) and you're gone.
If you live in an environment where bringing criticism,
let's say negative feedback,
pointing out something
that doesn't seem to be going right to you,
if you work in an environment
where doing that would cost you your job,
you probably need to work some place else (laughs)
because you work for a poor leader,
and things will likely not ever get better.
There's another thing to check is
maybe it's your attitude
and what I always say
when I teach this sort of stuff at companies is
is it a state or a trait?
A state, I'm just having a bad day,
I'm just upset about this one project,
things aren't going well in other parts of my life,
and I feel like taking it out on the company.
It's just a temporary state
of being dissatisfied, frustrated,
whatever it might be, stressed.
If it's a trait
that you see this happening over and over again in your life
and you're constantly frustrated and upset,
then you might want to take a look in the mirror
and say maybe it isn't the people around me,
maybe it's me.
Now I'm gonna shift to the leader,
this is also something to look at
when someone brings you critical feedback,
or they're frustrated or upset or angry or stressed,
is it a state or a trait?
Are they just having a bad day
or is this an employee who just has a bad attitude?
Now let me now speak to the leaders.
The only people
that can tell you how to improve your company
are your customers and your employees,
and I am
flabbergasted how often
leaders in companies don't want to hear from either group.
You know, I say let's send out a customer survey.
Oh no, they'd tell us all the things they want us to change,
and expect us to change them.
Or I don't want to get the negative feedback.
And I see this a ton, internally,
where I'll go to a leader, a CEO,
and say we need to do an audit
of your internal organization
and they'll say no, no way,
I don't want to hear what they're complaining about,
I'd have to do something.
Now the reverse is I work with a lot of organizations
and great leaders who want to get that feedback.
And often times it frustrates them
that they don't get enough of that feedback,
'cause they know everything's not perfect,
and they think to themselves
wow if people would just bring me the information,
I could fix it.
It's kind of like if you're really sick
but you don't want to tell the doctor about it,
I'm not thinking you're gonna feel a lot better soon.
But this is the really important point for leaders.
Managers, leaders, bosses, CEOs, presidents,
you have to make it safe for people to bring you bad news.
You can't kill the messenger.
If someone goes way out on a limb
to share some not so great information with you,
don't saw the limb off, run out there and give them a hug.
Say thank you, I didn't like hearing this,
I'm upset to hear this is going on in the company,
or I'm distraught to know that you feel this way,
but you can't have retribution, finger-pointing,
getting back at them, telling them that they're wrong,
you've got to make it safe,
you've got to make it really safe
for people to bring you even bad news,
because you can't fix it unless you know about it,
and if it's down there festering
and people are afraid to talk to you about it,
it will likely hurt or kill your organization.
So we got two things here.
If you're an employee,
you have to have enough courage
to go and talk to the people above you
about issues or problems
or concerns or criticisms you have,
if they're bad enough to really impact your productivity.
And if you're a little upset, a little frustrated,
you know, let it go, this too shall pass maybe.
But if it's really something that's got you worked up,
you owe it to yourself
and to the company to let people know.
Now the other side of that,
I'm saying it again, leaders,
is you have to make it safe,
you have to thank them, thank them, thank them
for bringing you the bad news,
the criticism, the negative feedback,
and encourage other people to do it too.
Hold them up as someone
that brought you information you didn't want to hear,
but information that now you know it,
you can work on it, improve it, fix it,
and make the company better for everybody,
and here's a big, big idea.
Happy employees lead to happy customers,
which leads to more profit.
Unhappy employees leads to unhappy customers,
bad work force, talent leaving,
which isn't typically the way you run a successful business
so I really hope you take this to heart,
pass it around your organization,
send it to other folks
because this is an issue I see over and over again,
and I see how bad it hurts the individual and the company
not to be able to discuss things
that aren't easily discussed
that might be a little bit uncomfortable,
but if fixed or attended to,
could have a huge positive impact on everyone involved.
Hope you found this helpful.
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