5 Ways to Amplify Your Voice at Work
Cathie Leimbach • May 9, 2023
When is the last time you spoke up at work? Do you share your ideas for improving communication in your department, respond to your manager’s email asking what training you would be interested in this year, or drop a possible solution to a frustrating workplace situation in the staff suggestion box?
Workplace dissatisfaction is common. Employee morale is falling. Employee turnover is high. Many people share workplace frustrations and potential solutions with their family and friends. Yet, they don’t use their voice at work. Instead, they put up with workplace drudgery or change jobs again in search of a rewarding experience.
Often, leaders who ask employees for their input and offer opportunities for team problem solving get few responses. If you wish to be heard and valued at work, amplify your voice.
Here are 5 ways you could speak up to improve the workplace experience for your colleagues, yourself, and the organization.
- Speak up during meetings: Whenever there is a meeting, make sure to contribute your ideas and opinions.
- Use communication tools: Utilize email, instant messaging, or project management software to share your ideas and feedback with your team. This can help you reach out to others even when you're not in the same physical location.
- Seek out one-on-one conversations: If you feel uncomfortable sharing your ideas or feedback in a group setting, try to have one-on-one conversations with your supervisor or other colleagues you feel comfortable with. This can help you build a rapport with your colleagues and foster more productive discussions.
- Provide written feedback: Sometimes, it can be difficult to express your thoughts and ideas verbally. Provide written feedback, such as in an email or memo, to share your perspective with your team.
- Participate in employee surveys: If your organization conducts employee surveys, take the time to fill out these surveys and provide detailed responses to help shape the company's direction and improve the workplace.
You have valuable ideas for improving the workplace experience and/or productivity in your organization. Which of the above ways will you use to put these ideas forward for consideration? What will you do this week to amplify your voice?
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise. Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic
