Group of people working out business plan in an office

You wait patiently while your staff is hushed . After a moment, you may be tempted to believe you have done such a wonderful job covering everything everyone knew perfectly and is about precisely the exact same page. In fact, however, that is almost never true.


This is an issue because the majority of the time that your staff will not say anything, but it does not mean that they do not have a thing to say. Rather, your coworkers could be creating one of those four assumptions, and it is your job to tackle them if you are ever likely to receive honest feedback.

They believe you’ve already determined.

This is the easiest reason folks do not say anything on your encounters. If that’s the circumstance, what is the purpose of talking up? Rather, your job is to convey that you appreciate everyone’s input and which you truly expect it.

They do not care.

That is unfortunate, but occasionally it is the situation. Often it is because there’s some sort of disconnect between your group member, their function, and the schedule of this assembly. If people do not see how something joins for their occupation, it is difficult for them to process it in a purposeful manner. When that occurs, they look out for. The very last thing they are likely to do is talk up or ask questions, because, frankly, they simply need the assembly to be over so that they can move to something more significant (in their opinion ).

Incidentally, at these times, it is not generally their fault. Sure, at times it’s because someone has not bought into the mission of your organization or business –and if that is the situation you’ve got a larger problem. Many times, but they just don’t understand why it is related to their occupation, so they simply don’t care.

They Do Not Know

You’d think that if your group is confused or did not understand something, they would talk. But they do not.

Nobody wishes to talk when they do not know because they assume everybody else did and that they do not need to appear dumb. Here is what: If a single person does not know, you have not done the job as a successful leader. If you do not understand that, you can not do a much better job.

Your work is to create a secure area where it is okay not to know and also to ask questions. It is important your team knows that there is no judgment for not knowing. In reality, the more you’re able to move individuals to realize it is not really their fault that they do not understand something, the better. When that occurs, your staff is a lot more inclined to challenge faulty assumptions and make the last choice easier.

They believe that they’re the only people who believe this way.

At length, the undercurrent that runs through several encounters is that”I am the only person that feels this way” Even if folks feel as though something is actually wrong, or there’s some large problem the chief should be aware of, when someone believes they are the only person who needs to think that way, there is very little chance they are going to mention something.

Obviously, the issue is that lots of times, you may have half your staff feeling in this way, but nobody speaks up.

I have a tendency to believe that if I am feeling something, certainly someone else does also, and that I talk. Thus, when I am directing a meeting, I will only say,”Look, I truly appreciate your comments since it is important to the achievement of our staff. Now, there is a fantastic probability that a lot of you have any ideas about what we’ve discussed, but you are reluctant to discuss since you believe that may be the only one. I guarantee you are not, but if you’re, I would still value your input and would love to hear what you need to say”