In daily business, the best owners and managers make every effort to make decisions and handle their employees in a fair and honorable way. No self-respecting boss wants his or her decisions to be perceived as showing special treatment or as not considering all the facts where personnel issues are concerned. A good boss remembers that one person who perceives "unfair" treatment will likely share that perception with many co-workers. Bad feelings in the workplace can spread faster than a speeding bullet. As a result, negative employee perceptions can easily affect employee attitudes, job satisfaction, and workplace morale.
Employees gauge their perceptions based on the manner you choose to communicate unpleasant news, and how you make changes in the policies and procedures that affect them. Negative perceptions that arise will most likely be related to one of these two areas. So, how do you approach discussions and decisions with employees in a manner that creates the "perception" of fairness and personal consideration? Be considerate, be completely open to the possible truth hiding in perceptions, and be factual in your communications.
If you encounter negative employee perception, try the following:
- Ask questions and listen carefully.
Get a clear understanding of the perception you are dealing with. Let them explain themselves fully. Help them express themselves in explaining why they feel the decision was unfair. Do not argue any point. Make sure that they know that you hear what they are truly trying to say.
Keep in mind that defensiveness adds to the negative perception you are trying to overcome. Instead, let them know that you understand why they feel the way they do.
- Stay focused on the employee's situation.
Keep the discussion focused on the issue at hand. Employees may reference other circumstances or people. Attempt to respectfully keep the conversation on the immediate issue between yourself and the employee.
- Ask, "What would you like me to do?"
Sometimes giving the employee's input respectful consideration in seeking a solution is enough in itself. Other times, the input may prove helpful or through thoughtful, shared discussion, may demonstrate to them that your decision was truly the best and "fairest" one.
- Use the facts, request justification.
If an employee stills feels negatively towards a decision, provide the opportunity for them to justify their position with facts. The information will assist you in either providing a clearer explanation of why you made the decision or provide you with the information you need to review your decision.
Open communication matters. Do you allow feedback from employees regarding your decisions? Do you open your door to your employees and allow honest, fact-based communication? If you do, you are most likely perceived as a "fair" manager.
