What to do if employees don’t respond?
My recent post asking the question, “Does Your Organization Produce Innovative Leaders or Managed Followers?” had automatic, built-in questions I anticipated receiving after the post, so I prepared an answer in advance. Indeed the most common question is basically:
If you have an environment conducive to produce innovative leaders, but still people do not take initiative on their own, what do you do?
This is a great question. I would encourage you to survey your employees to make sure you have the environment you think you have. If this is not realistic, perhaps you could bring in an outside perspective, such as a consultant or a friend who knows your organization well and understands these principles and get his or her perspective. Make sure you are open to honest feedback. Once you have done that, ask these questions about the employees who refuse to take initiative:
- Do they have the skill required for the task you are asking them to do?
- Do they have the resources required for the task?
- Do they trust that they are in the environment you claim to have?
- Do they trust the leadership of the organization?
- Are your expectations realistic?
If all those answers are yes, then you are forced to ask:
- Are they are good fit for the organization or their position?
- Can they do what you want or expect them to do?
It is at this point leaders often have to make difficult decisions regarding a person’s future with the organization, but usually these type decisions end up being best for the organization and the individual. Many times an employee already senses their inability to live up to the potential you have placed on the position and is miserable in their current role in the organization.
What do you think? I welcome your feedback.
(For more on the subject of innovation in leadership, I have set up a special category of previous posts in this area of thought. Click HERE to read some of those posts.)
