In my work I often come across employees who tell me:
“My boss does not seem to be interested in listening to my ideas…” or “If only I can have a breakthrough moment with my team lead, so she will understand my grievances… or “I can’t work here anymore, my leaders do not care about my well-being…”
Does this sounds familiar? Have you grumbled along these lines too?
I have found that one of the most important qualities of an excellent workplace is when employees feel that they have a say in what goes on. In fact, I have quoted definitive research on this characteristic in past columns.
In 2001, Dr. Daryll Hull and Dr. Vivienne Read, from the University of Sydney, with backing from the Business Council of Australia, undertook a study to examine some of the top performing workplaces in Australia, and analyse the reasons for their success. And, one of the prime drivers of a successful organisation is when you feel you have a voice.
Now, of course it is easy to point the finger at the leaders and bosses. You can argue that they need to create a conducive and supportive environment. One that encourages constructive conversations about the company’s mission and goals, as well as the welfare of their staff.
I reckon that is a given. If I had a boss who did not subscribe to this philosophy, I would start updating my resume, and put myself out in the market-place, for a move elsewhere.
But, while reflecting about this, I have also realised that employees have an important part in the establishment of such a setting at the workplace. You have a major role in ensuring that you help your bosses create this environment of open dialogue.
How?
This past week, to prepare for a client meeting, I did some research on the media industry. To gather some background information on the industry, I reached out to my friends and colleagues in media. Being a regular columnist in the New Straits Times as well as being on radio, and on television talk shows, I have access to, and have forged friendships with, people in the industry who willingly give me productive feedback.
I put forth some questions to a few noteworthy players in local media. The questions focused on what their motivation was for coming to work; the best and worst parts of their jobs; the issues they had with co-workers; and significantly, if given the chance, what would their message be to their bosses.
While I received interesting feedback, there was one response that was especially useful in discussing your role as an employee in creating a milieu of open dialogue at the workplace.
It was from Umapagan Ampikaipakan.
Aside from being a dear friend with an endearingly long name, Uma was a regular columnist in this newspaper for years. He is also a literature and movie buff, and is a mainstay in Malaysia’s only dedicated business radio station.
His responses were colorful, insightful, and suitably perceptive. Of course, I expected no less from him. But his reflections on what he would say to the owners of his business, was truly interesting.
Uma told me that he was usually completely honest with his bosses when something was wrong, or was not working according to plan. This style certainly does not represent the average Malaysian worker. But he went on to add that he also made sure that he had concrete solutions to the problem, and got straight into fixing it.
I wanted to know what gave him the courage to go down this direct path of honesty that others often fear to tread. He replied that it stemmed from a certain confidence in himself, and by ensuring that he always had open lines of communication with his bosses. He also explained that from the onset, he made a deal with them to be honest. They would tell him when he messed up, and he would escalate the same back, and no one would take offence.
As a management consultant and leadership coach, I can say without hesitation that Uma’s attitude is exactly what you need to develop, at your workplace.
The three significant steps that you must work on to ensure that you have a voice at your workplace are:
•Become an expert at your job, have self-efficacy, and develop confidence in your own ability;
•Focus on building strong, open, and mature relationships with your bosses; and
•Own up when you mess up, and show them that you can turn things around quickly.
When you successfully cultivate these three habits, you will become like Umapagan Ampikaipakan, and instantly your value increases exponentially.
Connect with this reality; complaining that your bosses do not give you a say, does not get you anywhere. Take responsibility, and make the necessary changes so that you will be heard.
Happy Malaysia Day everyone. Remind yourself that when you become a valuable individual, our nation prospers at all levels. That is your role. Don’t just grumble, make a difference.
Shankar R. Santhiram is the managing consultant and executive leadership coach at EQTD Consulting. He is also the author of the national bestseller “So, You Want To Get Promoted?”