Encouraging Employees to Solve Problems (Part 1)

Cathie Leimbach • March 29, 2022

When employees solve many of the day-to-day problems they encounter at work there are several benefits:

  • They feel good about themselves and their abilities.
  • They can get through the problem and on with their next task even when their supervisor or a colleague isn’t available to help them.
  • Their supervisor has time to help other employees and work on more strategic tasks.
  • Employee self-esteem, satisfaction, and morale increase.
  • Productivity and bottom-line results increase, improving the mission impact and the sustainability of the organization.

 

Despite these benefits, in many organizations the managers solve more problems than do the employees.  There are two primary factors that underlie this inefficient and often ineffective reality. Firstly, managers may believe their job is to be the star decision-maker and the primary source of information and ideas, so, they, consciously or unconsciously, make it uncomfortable for employees to solve problems. Or, secondly, employees may not have the knowledge or skills needed to solve problems. This Part 1 article focuses on how the manager can create a workplace environment that encourages employee decision making. Part 2 shares how managers can help employees develop the ability and confidence to solve problems.

 

5 Ways Leaders Can Encourage Employees to Solve Problems

 

1.     Be Approachable

Smile. Say hi to your staff every day. Be friendly in the break room. When an employee comes to you for help, quickly set aside what you are working on and given them your full attention. If you are in the middle of an urgent task, set a slightly later time for your conversation.

 

2.     Create a Mistake-Friendly Environment

We learn through our mistakes. When employees do something wrong, ask them what they were trying to achieve, what result they got, what they learned from this experience, and what they could do better. Make mistakes a healthy learning experience.

 

3.     Share Insights and Information

Be generous with your information. When you learn something that adds value for their workplace responsibilities, share it. Give them tips to do their work even better.

 

4.     Have Weekly Team Meetings and/or Employee One-on-Ones

Meet individually with each employee every week, even if it is only for 15 minutes. Ask how they are doing. Inquire about their hobbies or families. Confirm your workplace expectations. Ask how you can help them achieve their workplace goals.  Meet with your team weekly so everyone receives helpful updates and to encourage collaboration among employees.

 

5.     Let Your Employees Educate You

Your employees are doing the bulk of the day-to-day tasks. Ask them what is going well and what challenges they are having. Ask for their ideas on how to schedule their day or overcome a setback.

 

Creating an environment where employees feel it is safe to try solving their own problems is a key leadership responsibility. 

Which Behaviors Cause Frustrations at Your Workplace?

By Cathie Leimbach • September 9, 2025
Every workplace has its challenges. Some common behaviors create frustration for both leaders and team members. When these patterns show up, they can lower morale and productivity: Showing up late for meetings or shifts Calling in sick often Missing deadlines or forgetting important details Avoiding teamwork or refusing to help others Complaining without offering possible solutions Ignoring feedback or repeating the same mistakes  These behaviors can drain energy from the team. Yet, here’s the good news: people tend to show up differently when they feel valued and appreciated. When employees know their efforts matter, they’re more reliable, more engaged, and more willing to go the extra mile. Creating a culture of appreciation isn’t complicated—it starts with small, intentional actions. Leaders who show genuine care for their employees as people see better teamwork, stronger morale, and improved results for the organization. Want to learn how? Join us for a 30-minute webinar on Strengthening Your Culture - by Showing Appreciation in the Workplace on Monday, September 22, at 12:30 pm Eastern . You’ll leave with at least one simple action that will increase your employees’ willingness to contribute more at work.

Managing Anxiety During Unstable Times

By Cathie Leimbach • September 2, 2025
The past five years have brought many big changes. From world events to personal challenges, life feels less predictable than ever. This constant uncertainty affects our emotions and mental health both at home and at work. When everything feels unstable, it's normal to feel confused and frustrated. Sometimes we react in ways that don't help. Anxiety happens when we worry about what might go wrong in the future. Our minds race with "what if" thoughts, affecting us both physically and mentally. The good news is we can build emotional resilience to handle these tough times better. Here's how to start: Focus on what you can control: When something specific is making you worry, figure out what steps you can take to reduce negative outcomes. If you're stressed about being late to a meeting, set a reminder on your phone to leave with enough time to arrive 15 minutes early. If you're concerned about finishing a work project on time, schedule dedicated time on your calendar to work on it. If you realize you can't finish it alone, ask your boss if you can have more time or see if a coworker can help out. Take positive action: Instead of worrying about problems, do something small to make your situation better. Clean your workspace, call someone you care about, or take a short walk outside. Build stronger relationships: Reach out to family, friends, or coworkers. Have lunch together, share your worries with someone you trust, or simply check in on others. These connections help us feel less alone during hard times. When we work together and support each other, we can step back from fear and worry about situations we can't control. Remember, we can't control everything that happens, but we can control how we respond.