MINNEAPOLIS -- Most employees are unwilling to turn to their boss for advice on problems at work, according to an Internet survey of more than 3,000 employees by CO2 Partners, a Minnesota-based leadership development and executive coaching firm.
In fact, a supervisor was cited by only 11% of employees surveyed as a source for workplace advice. More employees rely on a peer, another senior person, a friend outside the company, and a mentor or coach.
Whom do you turn to for advice on problems at work?
24% A peer in your organization.
15% Another senior person at your job.
14% A friend outside the workplace.
13% Your mentor or coach.
11% Your supervisor.
7% Your spouse/partner.
4% No one.
The finding suggests widespread distrust between employees and their managers, said CO2 Partners President Gary Cohen. “Someone’s immediate report would be the logical starting place for advice, but for the great majority of people it seems a supervisor is the last person they want to talk with. Many employees are clearly wary of management, which is always likely to hurt performance.”
Cohen ventured that employees may not feel comfortable admitting to a supervisor that they need advice. “Perhaps it’s because people are now supposed to be self-reliant and know all the answers. Or maybe it’s a failure of management to foster the kind of give-and-take crucial to a productive and rewarding work setting. Either way, it’s a persistent nuisance for companies,” advised Cohen.
A supervisor should ask questions of employees from the perspective of not knowing all the answers, advised Cohen. “Listen actively to an individual’s response, and it will go a long way to build trust. If the manager is willing to be vulnerable and admit to not knowing the answer there’s an opportunity to open up a deeper level of communication. But asking such questions has to be authentic, not just a phony gesture or gimmick.”
The employer, Cohen explained, should seek to create an organization culture where not knowing things or making mistakes is not seen as a sign of weakness. “Instead, let everyone know you’ll support them, and that asking questions is the right way to show responsibility.”
CO2 Partners surveyed 3,447 individuals via the Internet, nearly 90% of whom are middle to senior-level managers.
Based in the Minneapolis-St. Paul metro area, CO2 Partners (www.co2partners.com) provides leadership development and executive coaching to organizations and individuals throughout the U.S. Gary Cohen is author of “Just Ask,” to be published in 2007.
Contact: Gary Cohen, President, CO2 Partners, 888-735-2710 – or – Phil Ryan, Ryan Public Relations, 845-339-7858.The HR industry´s premier online community and resource for Human Resource professionals: HR, human resources, HR community, human resources community, HR best practices, best practices in human resources, online communities for HR, HR articles, HR news, human resources articles, human resources news, HR events, leadership, performance management, staffing and recruitment, benefits, compensation, staffing, recruitment, workforce acquisition, human capital management, HR management, human resources management, HR metrics and measurement, organizational development, executive coaching, HR law, employment law, labor relations, hiring employees, HR outsourcing, human resources outsourcing, training and development
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