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Sometimes it can be difficult to create an environment in which employees feel free to speak their minds. If employees aren’t confident about job security, taking the risk of speaking out and potentially disagreeing with a group consensus can be terrifying. However, getting employees to share their ideas without holding back is absolutely necessary for innovation, and innovation is one thing that few companies can survive without.
In some organizations, employees are not comfortable sharing their thoughts for fear of negative repercussions. Employees may not want to appear out of sync with the group, or may not be sure how to express opposing opinions respectfully. In companies where this is the case, it’s likely that more than a few bad ideas have been implemented when few employees believed in the idea in the first place.
Benefits of disagreement
While an always-agreeable employee might seem preferable to one who is always contrary, neither is ideal. Of course, contrary comments are not always productive. However, agreeable individuals who only “go along with the crowd” may not truly engage with ideas brought forth in the company.
Somewhere in between these extremes is the kind of employee who listens carefully to ideas and considers them thoughtfully. Most importantly, they speak up when they disagree or don’t quite understand something. These employees understand when it’s appropriate to offer opinions, while refraining from complaining about details.
Supervisors should create an environment in which employees feel comfortable speaking up and even disagreeing with a group. To accomplish this, they can regularly remind employees that diverse opinions are valued and that everyone isn’t expected to agree. When conflict does occur, make sure it stays productive and doesn’t get personal. If employees see that conflict often becomes uncomfortable, they’re not likely to stand up and disagree in the future.
In a group setting, it can be extremely difficult for employees to refrain from being influenced by other employees’ thoughts. When asking employees for creative ideas, encourage them to brainstorm on their own before joining a group. Their ideas are likely to be more unique since they won’t follow their coworkers’ trains of thought. Since employees may be particularly wary of disagreeing with their supervisors, supervisors should refrain from sharing their opinion until after hearing the views of the group.
When brainstorming in a group, remember that anything goes. While outlandish ideas can be respectfully dismissed, hear employees out and give each idea serious thought. Sometimes ideas that initially seem bizarre could work with a little tweaking, and disrespectful dismissals may discourage employees from bringing ideas to the table.
Asking for disagreement
Even if company culture encourages creativity, employees may not offer up their opinions. When this is the case, specifically ask them to disagree by playing a round of devil’s advocate. When each employee takes a turn trying to find a problem with a particular idea, it may make those who harbor concerns feel comfortable sharing them. In the case of particularly heated issues, consider allowing individuals to provide feedback anonymously.
If employees understand the role that healthy conflict plays in brainstorming and decision making, they’re more likely to engage creatively and ask the right questions. They’re also more likely to refrain from feeling offended when a coworker disagrees with them. Remember, even ideas that are ultimately turned down can make projects or programs stronger since they’ll be examined from multiple perspectives before a final decision is made.
Supervisors should understand the difference between employees who are simply contrary and those who are thoughtful and willing to candidly (but politely!) speak their minds. While it’s nice to have individuals who often agree and work well together, individuals who are always agreeable might not be helping the organization. In some cases, the very absence of conflict could steer organizational decisions astray.