Dilbert's pointy-haired boss demonstrates how not to ask for employee feedback.
Assistant Professor of Management Ethan Burris researches employee voice. Here, his tips on how to make the most of the boss-employee relationship.
How to Speak Up to Your Boss
-Think about who you’re pitching to. Burris’ research shows that managers rarely agree as to what makes a good idea. Adjust your pitch according to what your boss values.
-Identify “champions of ideas” in your organization—people who get excited about new ways of thinking—and they might just go to bat for you.
-Present a problem as a perception, rather than as a fact: “This policy may not reflect your intentions, but here is how staff are interpreting it.”
-Frame your idea as an opportunity to improve the organization, not as a means of highlighting definitive failure.
-Pick your battles. Your boss is more likely to consider an idea that challenges the status quo if you’ve shown support for past management initiatives.
How to Gather Productive Feedback from Your Employees
-It’s not enough to say “My door is always open.” Knock on your employee’s door first. Managers must be proactive in asking for feedback and ideas.
-Make a public commitment to change. Employees are more likely to share ideas if they’re confident you might actually use them.
-Remember that your perspective is only one account of reality, not the entire truth of a situation. Consider your employees’ knowledge and day-to-day experiences and how those might inform their reasoning and conclusions.
-Don’t let personal conflicts negate good ideas or hard data that indicates a problem. Resist defensive stances such as “Nobody understands what I’m going through,” or “This is all just politics.”
-Adopt a general attitude of inquiry and curiosity. When sharing your opinions with staff, leave room for their input, and frame the conversation as a joint development of possible changes.
