In earlier posts, I introduced the T.E.A.M. model as the best defense against an enacted E.F.C.A. This model provides a guide to ensure that your employees have a voice, input and performance standards to live into at your company. In other words, give them “a dog in the fight,” so that they don’t need another dog “fighting for them.” I further explained that “T” stands for “touch them.” See and be seen. Manage by walking around (MBWA) or “genchi genbutsu” as the Japanese call it.
Let’s talk about “E” or “engage them.” Leaders often wonder about how much information to share with employees. I say the more the better. Of course, public companies are constrained about how much financial information they can share before public release and they must adhere to the rules. But a vast majority of information can be shared, and if done the right way creates a bridge to engage employees. The Wall Street Journal ran an article on February 23rd which espouses the power of sharing financial data. Of course, financial information is not the only information that should be shared.
Talk to your employees about the state of your markets and the needs of your customers. If you are facing challenging conditions, don’t sugar-coat, or worse go silent. Employees are not stupid. They know what is going on around them. The problem is, if you don’t share your point of view, they are likely to “fill in the blanks,” or worse, turn to someone else who will fill the blanks for them. Make sure that someone is you.
Your employees have lots of good ideas about the business, but you need to listen to hear them. Stephen Covey, in his Seven Habits masterpiece, advises us to “seek for to understand, then to be understood.” By sharing information with your employees, you set the stage for them to participate in the solutions for the challenges you face. Remember that they are stakeholders and, if informed and engaged, will bring their “dog” to the fight.