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5 Things Leaders Should Do

When Staff Engage in
Continuous Improvement

View this article on our blog

When your employees identify opportunities

for improvement and share them with you, it’s
important to take them seriously and respond
appropriately. Addressing their questions and
ideas will go a long way toward establishing
and supporting a culture of continuous
improvement in your organization.

Here are 5 things you should do when

your employees approach you with
opportunities for improvement:
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Leadership Steers the Course of

Improvement and Innovation

Here are 5 things you should do when your employees

approach you with opportunities for improvement:

1. Recognize the ideas as opportunities

Your employee has likely gone out of their comfort zone to approach you in the first
place. It also means that they are thinking about their work, rather than just accepting
the status quo. This is a great opportunity for you to learn more about the person,
their thought process, and their work, as well as for them to learn more from you (and
about you!). Great ideas often come from unexpected sources, so really listen to what
they have to say.

2. Treat the person with respect

Acknowledge the fact that they came to you - thank them! Ask them to sit down in
your office or schedule a time for them to do so. Ask them to explain their question,
observation, or idea. Ask questions, and really listen to the answers. Regardless of
whether you think the idea is good or bad, suggest that they socialize it with others to
get support. Assure the employee that if the idea is implemented, they will get full
credit and recognition. Ask them to get back to you after they have socialized the idea
to schedule a time for further review.

3. Follow up

Take notes of the discussion and plan a follow up. During the follow up, bring other
supporters into the conversation by inviting them to your office. Thank all of them for
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taking the time to listen to the idea and ask for their input. If there is no support from
others, thank the employee for coming forward and assure them that your door is
always open for any suggestions for improvement.

4. Suggest a test or dry run

If you’ve heard wide support for the idea, suggest a test case or dry run. Solicit ideas
on how this might be done. It is always good to involve someone from finance to
become part of the test, as they can then provide the accurate financial validation and
measurement of the impact. There may be a need to involve other departments as
well to help validate the test. Support the logistics of the test and ask the team for a
report on the results.

5. Recognize and reward

The test will either result in a positive or negative outcome. In either case, thank the
team for their efforts. If it is a successful test and there has been a validation by
financial or other professional contributors that this is a sound idea with a positive
impact, make it part of standard operating practice. Publicly recognize the individual
who came up with the idea, as well as the teams that validated it and helped drive it to
completion. Public recognition and appreciation will stimulate others and ideas will
flow.

Summary

Adopting these behaviors with your employees in a constant and consistent manner will
establish a culture of improvement in the business. Employees will feel good about
themselves, enjoy coming to work, and will spread positive commentary about the
business environment in your company both internally and externally. Your business will
be better for this and your recognition as true leader will be self-evident.