Manager intimidating employees
Leaders use a variety of tools to get people to speak up, like “climate” surveys and all-staff feedback sessions.
But they usually fall short for two key reasons: a fear of consequences and a sense of futility.
But they usually fall short, regardless of good intentions, for two key reasons: a fear of consequences (embarrassment, isolation, low performance ratings, lost promotions, and even firing) and a sense of futility (the belief that saying something won’t make a difference, so why bother? Here, we’ll look at how leaders’ misguided attempts to promote candor fail to address—and sometimes stir up—those feelings.
We’ll also discuss tactics that are much more effective.
And if you really want to know what people think, go ask them.
Research shows that when employees do speak up, organizations see increased performance.