Imagine this: You have a great idea that would change the way you work. In fact, you totally disagree with the systems or processes everyone’s been using. You have a legitimate complaint that needs to be heard by your supervisor, leadership team and/or coworkers.
But how do you voice dissent without being perceived as negativeor worse, a whiner?
For any organization to thrive, employees need to be able to propose solutions to problems, raise questions about unethical practices and ask how they can work more efficiently and effectively.
Employees report greater job satisfaction in workplaces where dissenting opinions are accepted and even encouraged. Leaders should strive to create an open culture where people can consider a wider range of proposals and options before making decisions.
The Danger of Dissent
That said there’s a big problem with dissent: A lot of people don’t want to hear it. Many employees worry that expressing dissent will cause their bosses and coworkers to see them negatively, or fear their input won’t make a difference anyway.
No one wants to hear scathing diatribes and grievances, so proceed carefully when sharing your opinion. There are no magic words that will convince people to listen to you here are four suggestions that are consistently associated with positive results:
Of course, you may have other goals when expressing dissent. If you just want to get something off your chest, telling your supervisor may provide some peace of mind, regardless of the eventual outcome. It also shows that you care about key issues.
Coworkers. If you’re looking for someone who understands your frustration, your coworkers make the best audience. Though it’s rare that lateral dissent results in change, it helps build a coalition around your position. It also helps prepare you for subsequent conversations with a supervisor. But be careful how you voice your concerns among coworkers; you don’t want to be labeled a malcontent or troublemaker.
Always emphasize the solution when describing a problem. If you fail to present it clearly and forcefully, it may go unnoticed, making it easier for your audience to brush off your dissent. Presentation strategies that emphasize positive opportunities over negative realties always help you plead your case.
Sometimes, however, adding a touch of emotion to your presentation may work in your favorparticularly if you reference the values under which your organization operates. Few people will challenge these organizational aims, thus making your dissent more persuasive and less controversial.
When to Dissent?
Dissent can be risky because some people feel threatened when an employee questions a policy or practice. But you should never accept something because “it’s the way we’ve always done it” or your manager says it’s the only way.
There’s a thresholdsomewhere between mildly annoying and clearly illegal or dangerouswhere you need to say something about the status quo. This juncture will be different for everyone, based on personality, relationships and organizational climate.
Think critically about your workplace experiences. Has someone or something crossed this threshold? If so, use the tips presented here to speak up constructively.
I can work with you to identify and communicate your great ideas in order to be heard by everyone in your organization and to produce positive results. If you’d like to have a conversation about how this works, give me a call.
Let’s talk: 949-721-5732.