Don’t encourage employees to speak up if you’re not ready to listen
For an employee to feel invested, they must feel invested in, writes Bob Conlin in Navex Gobal. “Speak-up culture” puts the onus for incident and issue reporting exclusively on employees. “Listen-up culture” brings in the responsibilities of management and senior staff.
Conlin describes a three-step process to achieve an effective listen-up culture that starts with those at the top of the organization: A tone that encourages staff and makes them part of the solution; the appropriate reporting of incidents and concerns by staff and a timely follow-up. A metric to be used is case closure time – or how would you feel after you got up the courage to report a concern or incident and then hear nothing back for a long time?
What is your organisation’s incident intake process? How do employees know that you’re listening and responding? It might be time to think about how to demonstrate that the senior leaders in your organisation are as invested in creating a listen-up culture as a speak-up culture.
NAVEX Global, 29 November, 2019. Read the full article here.
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