Many years ago when labor unions came to be the real injustice they were addressing was easy to see and understand. Today’s employer’s have a larger dilemma as what is perceived to be unjust quite possibly is unknown to them or has come about because of the need to be competitive.
So how do employer’s find out what is on the minds of their employee’s and where they see injustice? Whether it is real or perceived it has the same negative effect on loyalty, attendance, quality, customer service, innovation, growth and more.
Usually the answer is an employee survey. The answer to every employer’s questions.
I would like to suggest that there is another more powerful way; real conversations, with real honesty and real listening. Everyone loves a survey because it is anonymous. There is a lot to be said for anonymity however there is also a lot to be said for meaningful dialogue.
Smart companies will use surveys to get to the heart of many things. Smarter companies also use dialogue that creates trust, expediency in communications, including those things that are perceived to be unjust. These dialogues give you timely, honest, and critical feedback to the success of your company.
Remember, it does not matter if the injustice is real or perceived, the emotion around it is the same and the negative impact could put important parts of your business at risk.
Do your employees a favor, learn how to create workplace dialogues, not a new idea, but an idea that has gotten lost in the “busyness” of staying competitive. Amazingly these dialogues will help you get there faster. These dialogues provide information of such great value that once you begin the process you will wonder why you didn’t start them sooner!
(For more information on how to set up workplace dialogues contact Barbara@barbarabrannen.com)