Managers need to listen first, especially to employees who've felt ignored before. Workers often close off when they haven't been heard, so reframe conversations to open dialogue. Treat each person as unique, not interchangeable.
Whereas historically, again, if you're saying that a lot of these workers haven't been listened to in a really long time or they're not expecting their opinions to be valued, then if I were in their shoes, I would certainly feel closed off to listening to what the other side has to say and vice versa. So it's really important to have that being reframed. But this kind of came to me as you were talking about mediation. And it's really, what advice would you give to managers that want to do better, that really want to see a positive cultural shift within their organization?
Yeah, I think one of the things we already talked about, right? It all starts with listening. I think that's like the first premises in general. Also because everyone is different. And I think we forget that because we tend to just put everyone in the same box.
Mm-hmm.
So maybe the one person wants a day to say like, maybe for the extra day they work, maybe they want a day off, maybe they want money, maybe they want, like, people want different things and people are motivated by different things. And yes, there is still a big tendency that many workers because of their salaries are motivated by money, but also many are motivated by being developed. And so the first part is just basically like listening what what people have to say. And I think one of the things is it can't stop at listening because what happens is then, oh, okay, well, they listen to me, but I've seen no action.
