All “Ask Skip“ Questions that appear in this blog are actual questions submitted to me directly from blog subscribers or other inquiries that come in through the main website or via my Social Media pages on LinkedIn, Twitter and Facebook. Feel free to submit your own “Leadership, Teamwork or Workplace Communication”question here!
This subscriber added that “I’d like to find a way to put an end to this and build a true team.”
In order to solve this issue, like solving any issue, we have to identify the cause.
The cause could be many things, but in this instance I am going to take a shot at the cause.
The cause of this is that the perpetrators of the co-worker criticism feel threatened in some way and they are doing this as a survival, self-preservation technique.
This type of behavior is also a sign of low self-esteem and self-confidence.
Now, as a leader it would be easy to put a stop to it by:
- not allowing these type of conversations, and
- creating all sort of rules and policies that have to be enforced by management.
This will create a “compliance culture.” Something you may or may not want. I would not recommend it because it is expensive and stressful to maintain.
This approach may put a stop to it in the short term. And, it may keep it out of the public areas for while, but, chances are it will just move these type of discussions underground.
A better way to handle this is to raise the bar on the quality and the frequency of communication from the top of the organization throughout. Get all levels of employees engaged in conversations about what their concerns are, what challenges they are facing in doing their jobs to the best of their ability, discuss with them the business climate the company is facing and be as transparent as possible, and ask employees for ideas as to what they think are the best ways to overcome some of the challenges the company is facing.
In high-trust work environments employees come up with transformational ideas and the other time-wasting criticizing and blaming will significantly subside.
NOTE: You may never eliminate it entirely until you begin transforming the expectations of the employees about the type of work environment they want to create for themselves. Once this is done, you will start attracting a new quality of employee and those perpetuating the negative work environment will gradually be eliminated from the staff, either by attrition, conscious managing people out, or they will self-select themselves out of the now uncomfortable work environment they no longer fit.
Depending on the present level of trust and engagement in your company it may take awhile to turn this situation around as employees will be skeptical, cynical and fearful of sharing their ideas.
This is why an outside facilitator skilled in these type of team development meetings can make a difference. They can also coach the business leaders in what to say, how to say it and when to say it, in the meetings so that their communication creates the positive reaction everyone wants (this is part of Level 2 Leadership Communication, which you can read more about here). Otherwise, a leaders’ communication can sabotage the entire process and set the company back even further.
If this is an issue in your organization, I invite you to schedule a Strategy Session, where together we can explore what is happening and identify specific strategies you can apply to create the type of work environment that you prefer.
’til next time, make it a great week!