There's a limit to the open-door policy. Once that limit is crossed with your permission enable their dependency on you, your solutions, your time. You enable them to remain disengaged while you grow frustrated.
I kept my door open, encouraging conversations, because we were going through so much change with vendors and partners, services and prices and technology and resources. And some of our staff was not as comfortable with change or technology.
This step was tougher for me than others. I rose through the ranks, being fortunate to work with friends and at the same time being naive and unskilled in managing the changing interpersonal dynamics that come when a friend moves to be boss. Compounding it was my bias towards helping people.
Before you enable this addiction and then being forced to go cold-turkey to free yourselves from its dependency while ruining your trust and collaboration, consider asking those you lead to offer their assessment of the challenge including two possible solutions.
What do you think we should do? is an easy question to engage their resources in finding a solution.
What is the ideal outcome and what do we need to do to get to that? engages them in aligning their position, tasks and problem-solving skills for this challenging scenario along with the team and company's purpose.
How can I help, what can I do? is another question to engage their role as a solutions-provider. You show you are ready to help, to support in a way that's meaningful, but you need them to be clear on where and how.
TIP: Be Yourself. Better to be real and stumble than to memorize someone else's question and sound fake. Those around you will see through this effort.
TIP: Be Honest. For us to grow, we'll all need to bring more ideas and solutions. Let's use this opportunity to find some of them.
Use these suggestions to help you craft your own engaging questions to bring out the strengths and training of your employees in those inevitable learning challenges we all face at work.
You will be stronger, with more time to focus on your strengths and your role leading your team. They will be stronger, discovering and unleashing their inner-SME, Subject Matter Expert, for their self-esteem, their career and the good of their friends and co-workers.
Here is the list of Ten Ways to Jumpstart Your Employee Engagement.
If you want to know more ways to recognize your employees, check out my book RECOGNIZE THEM: 52 Ways to Recognize Your Employees in Ways They Value. Beside those 52 ways to recognize your employees, I offer easy exercises to reinforce those habits and inspirational quotes to keep you going.
Here’s its reviews by business experts.
Photo Credit: 4X6