とにかく「悩み」を吐き出して欲しい。組織が、悩みを吐き出せる「安全基地」になって欲しい。
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もし、仕事上の人間関係に悩ましさを感じる方がいたら、宇田川先生の著書『他者と働く』を読まれてはいかがでしょうか。
プライベートに関する人間関係悩みはカウンセラーなり第三者なりは有効かと思いますが、仕事となった時は、そこに関わる人との関係性を新たに構築せねばならず、それには対話が必要だと思います。Evaluation systems are all imperfect. Bias still filters through to a final report and some decisions are made subjectively.
Fear and trust are two factors that have unparalleled influence on decisions.
If I’m afraid of losing my position to a colleague, it’s natural to harbor bias and engage in tactics that shine positive evaluations on my side.
On the flip side, I can trust my colleague, but if it is one-sides and I get blindsided to the point of losing my position, how can I ever trust anyone in the organization?
So, when you try to invite employees to share their “worries” it’s hard to trust that any honest or constructive feedback will not come back to work against you.
No tolerance with a stick still carries a carrot to incentivize team members to fill out surveys that may never really solve core issues in the workplace.
Until actual action is taken and sincere improvements are reciprocated, over half of the workforce will continue to be disengaged.