Creating a Positive Work Environment by Tom Luby

Creating a Positive Work Environment

Listening is Key to Effective Management

Tom Luby, Business Consultant and Fence Industry Spokesperson

THE LAST FEW YEARS HAVE SEEN UNPRECEDENTED CHANGES IN LABOR MANAGEMENT RELATIONSHIPS, WITH MANY OF MY CLIENTS IN THE FENCE INDUSTRY CLAIMING WORKERS ARE GETTING MORE DEMANDING. IN SOME INSTANCES, IT ALMOST APPEARS AS IF THERE IS A ROLE REVERSAL, AND THE WORKERS ARE CALLING THE SHOTS.

Unfortunately, this is like the tail wagging the dog and it will not work. However, this situation also underscores the need for flexibility in the workplace for the company to survive and for everyone to improve their life status. Every company needs open channels of communication and there must be a clear understanding of everyone’s role in the workplace.

The decision of an employee to express their opinion on work-related subjects, policies, or procedures, especially when that opinion is contrary to senior management, has long been considered a risky one. But, as Bob Dylan aptly put it, “The times, they are a’ changing.”

A good manager should not summarily reject any opinion, right or wrong, on any subject. Instead, they should encourage an open exchange of ideas and philosophies. After listening, and if management disagrees, the manager should explain why the company holds to certain policies and procedures and hopefully, a common consensus can be reached. Sometimes, the manager will underscore his or her rationale and prevail, and other times, they may see the point of view of the employee and change the policy or procedure in question.

Direct laborers are the lifeblood of the fence industry. We cannot survive without them. Management must be creative to keep the best workers. Listening to employees’ concerns and responding accordingly is a key component to that equation.

Likewise, employees should not just accept controversial policies and/or procedures; instead, they should understand why a certain position is held by management and must accept the decision. If they cannot accept it, they can either try to change the opinion of management or move on to find other employment. Employees should not work under an oppressive veil or uncomfortable circumstances.

Once an employee understands and accepts the views of management, they are happier and more content at their job. If an employee does not believe in the work, they will not do a good job nor be happy or content on the job, and their negativity will spread to others in the company, and possibly to customers. That’s why it’s imperative to address discontent as soon as possible, allow the employee to share his or her viewpoint, listen and then decide if policies should change, or if not, explain the reasoning to the employee to achieve a resolution.

Once a healthy rapport has been established in your company and a mechanism is in place for creating understanding and trust, the next order of business is that managers must realize that there is a definite relationship between authority, responsibility, and accountability. Without an understanding of this relationship, clear lines of communication become an improbability.

I will delve into more detail about the importance of a clearly defined chain of command, duties, authorities, and responsibilities in a future article, but for now, managers will do themselves a favor to improve their listening skills. Responding to valuable employees creates a culture of success and a positive work environment.

Thomas Luby, and Profit Builders International PROFIT BUILDERS INTERNATIONAL 3421 10th Lane West Palmetto, Florida 34221 www.profitbuilder.org tluby@profitbuilder.org 941-981-3677