It's Okay To Ask For Help At Work

If you’re at all like me, there have been plenty of times when you’ve been at work...sitting at your desk...staring at your computer screen...and wondering what exactly it was that you were supposed to be doing.  What’s even better is the fact that just minutes before, you were sitting in an hour-long meeting that was scheduled specifically to outline how to do exactly what it is that you still don’t know how to do.

It’s perfectly okay not to understand something after it was initially explained to you.  It doesn’t make you less capable, promotable, or competent than your peers and co-workers.  It makes you human. There’s no error in that.  I do think however, that we error when we don’t ask for help.

So what does not asking for help have to do with communication?  Well, not asking for assistance or further explanation is not communicating at a time when it’s critical...and more importantly, not communicating proactively.

Managers Are The Gateway

Managers contend with a tremendous amount of responsibility and have an infinite amount of expectation sitting on their shoulders.  They’re expected to put out fires, manage projects, make sure people are getting to work on time, implement procedures and processes, prepare performance evaluations, resolve conflicts, ensure employees are properly trained, provide progress reports to their superiors, be accountable for any failures or mistakes on the part of their employees, execute the overall mission of the organization on a day-to-day basis, align employees with organizational goals, and a million other things.

Now that’s a pretty exhaustive list and I only scratched the surface.  Nevertheless, in addition to the significant amount of responsibility, managers also have a significant amount of power.  Think of this - managers have the extraordinary opportunity to develop an individual, both professionally and personally.  Managers have the extraordinary opportunity to empower an individual; to help them become a leader.  After all, it takes leadership to develop leadership.  

Therefore, the communication that takes place within the manager-employee relationship should be just as much about connectivity, empowerment, and employee development...as it is about productivity.

The interaction between a manager and his or her employee(s) has the potential to be so much more than task-oriented communication or performance evaluations.  Each relationship individually, has the ability to impact an organization, collectively.  You want to minimize turnover, foster healthy work environments, and ensure that employees realize they are valued and seen as assets to your organizations; well I say...start with here.

Give Your Boss A Chance

Have you ever left a company, transferred, or just flat out quit a job because of a not-so-great relationship with your manager? Do you call your best, significant other, or any relative willing to listen to you vent about your boss day after day, the moment you get off work?  Do you drive to work with knots in your stomach at the mere thought of interacting with your boss?  

If any of these struck a chord, it's okay.  But, I want to ask you one more question.  Have you ever had at least one honest conversation with your boss to discuss how you feel?

Everyone vents or complains to co-workers, family members, and friends about their bosses.   Nothing wrong with that.  Plus, it helps clear your head. Getting things off of your chest is always better than allowing them to sit and fester. Not to mention seeking feedback from a third-party; someone that can be provide objective input, is a great way to ensure that you’re evaluating the situation from all angles...not just your own.

Nevertheless, there’s one critical step that you can’t neglect to do - talk with your manager directly.  At some point, you have to include them in the conflict/issues resolution process.  Believe it or not, they may not have any idea as to how their actions are coming across or being received.  As crazy as it is to imagine, it's very possible that your boss doesn't wake up every morning plotting your personal demise.

Before you know it though...many of us are on Indeed and CareerBuilder looking for another job, because we’ve already made up our minds about our boss; we've judged them without ever sitting down and discussing our frustrations.

Whomever you vent to about your boss; no matter how insightful they might be, they’re not the person you need to talk to ultimately.  They’re not the person you’re frustrated with.  They’re not the person stressing you out, or the reason you're looking for another job.  

If you are having problems with your boss; if you have complaints or issues with them - have a direct conversation.  You at least owe it to yourself to let them know how their actions have impacted you.  And, you owe your boss the chance to make adjustments in an effort to improve the relationship.  After all - if the shoe were on the other foot, would you not want the same?

Don't Overestimate The Effectiveness Of Electronic Communication

Electronic communication is a wonderful platform.  It’s incredibly efficient and generally speaking, it’s free.  We can send an email to someone that’s half way around the world, and they’ll receive it almost instantaneously.  We don’t have to stop what we’re doing to hold conversations anymore.  We don’t have to leave our desks to send or receive timely information at work.  We can hold an entire conversation with someone without so much as opening up our mouth to speak or dialing a phone number.

That’s the good news…  There are however, some aspects of electronic communication that tend to be a little tricky.  When we overestimate the effectiveness of electronic communication, we underestimate the effectiveness of direct human interaction.  And it’s here, that things can get a little interesting when it comes to how to use or not use this type of communication.

If you’re at all like me, there are times when you receive an email/text message/instant message/etc…and just have no clue as to how you should interpret it.  Why?  Well, on the upside we’re not idiots.  Nor, is it that we're incompetent human beings that have no business functioning in society because we don’t know how to interpret an electronic message with absolute accuracy.  So at least we have that going for us..

To put it very simply, electronic communication is nothing more than words on a screen.  Issues arise when we assume this form of communication is more effective than it actually is.  What do I mean by that?  Well…there are no body gestures, voice fluctuations, or facial expressions to help guide the interpretation of what you’re reading.  I think sometimes we underestimate the power of non-verbal communication, which helps to bring humanness to our words.

Increase Leadership Communication In Tough Times

It’s pretty safe to say that these days many companies are just trying to make it.  Not that efficiency is by any means a new business practice, but the goal of doing more with less has become the renewed gospel of business management.  Budget reductions and restructurings in order to cut costs/save money have been sweeping the nation because organizations are trying to keep shareholders happy, and trying to keep their business afloat.  

When organizations go through down-sizing or layoffs, the employees whose jobs weren’t lost will most likely see a significant increase in their work loads.  A company simply can’t stop providing it’s products and services to its customers just because they decide to reduce the number of people they employ to produce them.  Output still has to be produced and productivity still has to continue.

Having said all of that - it's probably intuitive to think that because of the financial concerns that many companies are facing right now, focusing on qualitative elements of an organization such as internal communication should be one of the last things on the minds of leadership.  But, I disagree.

Yes, employees who haven't lost their jobs are probably feeling relieved and thankful to be working. But, don’t mistake that sentiment for a reason to minimize the need to maintain a healthy internal environment.  After all, when the economy and job market do get better...and they will, you don’t want your employees fleeing elsewhere because they’re unhappy. Let’s be honest, an employee...especially one that has options and knows their value, isn’t going to stick around any longer than they have to if they feel undervalued.  Would you?

You're Never Too Big To Communicate

“When Netflix is evolving rapidly...I need to be extra-communicative. This is the key thing I got wrong.”         ~ Reed Hastings, CEO of Netflix

It goes without saying that Netflix has had a rough few months; dealing its customers (..and subsequently itself) blow after blow.  The quote above is part of the explanation CEO Reed Hastings recently posted on the Netflix blog, regarding all of the recent changes the company has made.  Although, I’m skeptical that it will be enough to stop the bleeding.  Why?  Because in addition to using the blog to explain the changes that have already taken place, he also announced that Netflix is restructuring its business into what will essentially be two separate brands - Netflix DVD rental and its new media streaming subsidiary Qwikster.  Yes, the days of paying one monthly subscription fee for both the DVD rental-by mail and media-streaming services are gone. Netflix customers will now have to pay two separate subscriptions; two separate costs.

As of yesterday afternoon, Netflix stock was being traded at $129 a share.  A roughly 57% drop since July when the company’s stock was at its peak; trading at over $300 a share.  And while Netflix has certainly enjoyed tremendous business success and has by far been the market share leader within the video rental industry, its shareholders have lost a significant amount of confidence in the company in recent months...and Netflix competitors smell blood in the water.  One company’s hard times can be another company’s opportunity for significant growth.  I’m sure Amazon or Hulu for example, would love to take those awesome online movie rental sales numbers away from Netflix.  And Blockbuster?  Well...who could blame them for wanting another chance since its fall from movie rental glory, and subsequent bankruptcy filing a year ago! 

Most of us are annoyed by change of any kind, let alone change that we don’t agree with or perceive to be negative.  And if there’s one thing that really gets under our skin from a customer perspective, it’s being blind-sided by changes to our products and services.  I said all of this to say - Netflix has turned off a lot its customers.   

Is Being Profitable The Only Goal A Company Should Have?

So, let me ask you a question..  Which of the following practices do you think would ultimately make employees feel more valued, and subsequently more loyal to a company:  A) Involving them in the decision-making process; seeking their input and ideas when it comes to the best way to complete a project or perhaps improve a process; or B) Making decisions that employees are actual stakeholders of, without considering/seeking their input?  I’m gonna go with A.  I mean who wouldn’t want their own point of view considered (or at the very least, heard), especially in a decision that’s ultimately going to affect them in some way?

Sure, delegating tasks to employees or making decisions without asking for their input certainly takes a lot less resources than collaborating.   But here’s the thing - does financial success equate to overall success as an organization?  Companies can report strong net incomes quarter after quarter; year after year, yet still have high turnover rates and employees that are unhappy with many of the qualitative aspects of the organizations that are employing them.  In other words - is being efficient and striving for business success all there is to it?  After all, turnover can be a pretty significant company liability.  Bringing in new hires; training; loss of productivity while a position is unfilled...these are costs too.   

Now, it goes without saying that a business can’t exist unless it's actually profitable.  So I'm not at all suggesting that companies should become hallmark cards or completely disregard their purpose and business goals.  What I am saying is, should profitability be the only goal companies endeavor to reach?  For many people I'm guessing that the answer is probably, yes.  But, I think saying yes underestimates an organization's ability to multi-task.

Don't Be A Lazy Communicator!

Misinterpretations or misunderstandings are inevitable because human communication is so subjective.  That's just the way it is guys.  But, what are some of the things that we can do to try and minimize being misinterpreted or misunderstood?  Well to start, don't be a lazy communicator.

 

What do I mean by that?  Don't assume or expect others to automatically understand you, even if they're your best friend..closest co-worker..sibling..or significant other.  Regardless of how long or how well someone's known you, there are moments that will require you to make an extra effort or take a further step to help people understand what you're trying to communicate.  Have you ever said something similar to this before (or heard someone else say..), "I can't believe that's how they interpreted what I said...where did they even get that from?  They were so off base!"  

The Power of Communication

One of my favorite aspects of communication is its subjectivity.  It isn’t based on a perfect equation or an exact science.  It isn’t black and white; it’s grey.  It’s vulnerable and hyper sensitive to its environment.  The three basic elements that embody communication:  the sender, the receiver, and the message, can impact each other in unpredictable ways.  I realize I may have just turned off the left-brainers, but stay with me!