When leaders share bad survey results, employees often get defensive or shut down. Louis Carter explains why: people need a positive reason to change. Start with recent wins to build belief, then reframe problems as actionable steps toward a better future.
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¡Hola, chao! So I get a letter this time from a CEO who received an employee survey results report from an HR manager, and he says this: Our employee surveys give people something to rally around. However, it's not always the right things. So when we, when we bring it to people and try to do something about it, people run the other way. What do I do? Well, you have a classic issue of people running the other way, which is called the lizard brain response. When you give people bad news, they do one or two things. They run away or they fight. These are the two options when they're, they're told that something is going wrong. So people need a reason to get better. People need a reason to change, and you have to give them those reasons and focus those reasons in the form of advice. Because when you tell people they can do something better, they see a future. That they can create for themselves called a positive future. So shift everything in your employee survey and your employee satisfaction results into a positive with real advice, real ideas as to what people can do. That's number 1. Number 2, always start with your business strategy, something that you have achieved well, because everybody wants to be part of a winning team. When you're losing, people will poke holes in you. When you're challenged with things, people will poke holes with you. And what is important in these times of change is to think about the things that you've done really well and bring those people to a place of belief and a vision of a positive future. Oh yeah, John!
