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Can Your Employees Really Speak Freely? BY JAMES R. DETERT AND ETHAN R.…
Can Your Employees Really Speak Freely?
BY JAMES R. DETERT AND ETHAN R. BURRIS
open‑door policy
People are more likely to keep mum than to question initiatives or suggest new ideas at work.
Take comments personally
disrespectful know‑it‑alls.
Speak Off
“climate” surveys
all‑staff feed‑ back sessions
improving communication up and down the hierarchy
.
Fall short
a fear of consequences
sense of futility
Org. Strong Performance =
employees can voice their concerns freely
tyrannical boss is not necessary for a Fear Factor
Anonymity
First, reinforces people’s fears.
Second, anonymity can set off a witch hunt
Third, protect the identity
Invitation
Bring people over
Dominance / Boss posture
Luxury
Disparity from Workers work conditions
Leaders try to make it easier for employees to share ideas and concerns
When people do speak freely, employee retention goes up and so does financial performance
create a more vocal culture in a number of ways
Futility
The belief that managers wouldn’t do anything about them anyway
Being unclear about the input you want
Providing no resources to address issues
Failing to model free expression
Vocal Culture
Make feedback a regular, casual exchange
Reach
Lower your power
Transparency
Be a leader
Act / Close the loop