Red Well-Being Survey: Do you hear what isn't being said out loud?
You have a packed to-do list and far too little time. You’re doing your best, and you naturally expect your employees to speak up if something is wrong or if they need something. That’s why it can feel like a punch in the gut when the department’s employee satisfaction survey comes in and the results are poor—and anonymous, to boot.
I can understand if it feels discouraging. Many leaders are constantly navigating demands coming at them from all directions.
But as a manager, you can’t avoid actively engaging with your employees if you want to know how each of them—and the department as a whole—is really doing.
Employees don't always say outright when something is wrong. This may be because:
They're unsure whether it's safe to say it out loud
They have made this clear in the past, but have not seen any action taken on it
They themselves are unsure of what the problem actually is or how to put it into words.
The signs are often already there
A poor well-being survey rarely comes completely out of the blue. Often, there have been signs in everyday life: complaints, conflicts, resistance to change, sick leave, or resignations.
A classic example is when you ask an employee to complete a task, and they reply:
“Well, I guess I’ll have to do that, then.”
Here, you can simply choose to think, “Well, that’s settled.” Or you can let your curiosity get the better of you.
Is the employee’s communication style the problem? Is the employee overwhelmed? Is there something within the team or the culture that’s affecting the atmosphere? Or is the employee perhaps losing motivation?
That doesn't mean you have to put up with a negative tone or take responsibility for everything your employees feel. You can be clear and curious at the same time.
For example, you could say something like:
“I noticed how you responded to the assignment earlier. I need you to be clear about whether you’re able to handle it, but the way you responded also makes me wonder if there’s something on your mind that you need to talk about.”
You set clear expectations for behavior and communication—while also opening the door to a conversation.
It takes courage to listen, because it can reveal information you might not want to hear—or might not be able to process. That’s why it’s easy to fall into the trap of thinking, “It’s probably not that important.”
But often it is important. And even when it isn't, the relationship is important.
It is through the small, everyday conversations—when we comment on something we’ve noticed—that we show we are attentive and fully present in the relationship. This helps build the trust that makes it easier for employees to speak up when something isn’t working.
The well-being survey is your barometer
The employee satisfaction survey is a tool that you and your employees can review together and take action on together.
If your department has received a low well-being score, there’s one thing in particular you should avoid saying:
“You’ll have to come talk to me if there’s a problem. I can’t do anything if I don’t know about it.”
It can easily sound like an attempt to shirk responsibility.
Because even if employees haven’t said so directly, there have often been signs along the way. Perhaps they’ve tried to speak up in the past and found that it didn’t lead to anything—or perhaps it led to something unpleasant. This doesn’t necessarily have to have happened with you as a manager. It could be based on experiences with a previous manager or at other workplaces.
In any case, it’s worth asking yourself: As a leader, have I in any way reinforced their expectation that there’s no point in speaking up?
Don't just say you'll listen. Show it.
Acknowledge that there may be a reason why employees haven’t come to you. Perhaps they have come to you, but you didn’t listen closely enough. Acknowledge this, and show that you’re ready to listen now.
Ask them what they need and how you can start working on it together.
If you'd like a space to discuss specific leadership challenges, feel free to contact me for a no-obligation conversation about online leadership coaching at mame@mariam-mellouli.com