As a manager you must have faced this. An Employee comes to you with her grievances, un-happiness or dissatisfaction at work place. She might be right in her frame of reference. As a manager you have to evaluate, whether you have to take care of that particular matter as is or whether you have to change the frame of reference with which the employee is thinking. It is easier to do the former, than the later as we are tempted to resolve the issue at hand.
One example for this learning is that the other day one employee came to me and said that he is feeling left out from the project team. He is not kept in loop for a number of discussions, not invited to team lunches etc. I took it as a simple matter and talked to the project manager to please include him in all project matters. Project manager’s view was that he should include appropriate amount of people , not everybody for everything, which is correct. Although he reluctantly agreed with me to include this particular person, but I knew I made a mistake.
Best action would have been to take an action on this, and then try to see holistically that why is that what has happened, happened. And then try to match the frame of reference of the subject matter with that of the employee’s. It is always better, and harder, to align the Frame of Reference or Perspective of various stakeholders in any matter. Most of the problems originate from this mis-alignment.
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