The research is published in a white paper titled:
“Inspiring Innovation: Fostering a Courageous Culture of Micro-Innovators, Problem Solvers, and Customer Advocates”
Automation and technological advances are easy to replicate. It’s the companies that tap into what humans do best—think creatively and solve complex problems– alongside these technological advances that will differentiate the customer and employee experience.
WASHINGTON (PRWEB)
September 24, 2019
Recognized on Inc’s list of Most Innovative Leadership Speakers, Karin Hurt and David Dye have released research results to improve long-suffering company culture and relationships between owners and employees. If executives are asking for employee input, what exactly silences and fosters distance between the C-Suite and the workforce?
Their extensive consultancy work exposed a frustrating disparity within many businesses. “Our inspiration for this research were leaders frustrated by a lack of problem-solving ideas from their teams,” Hurt and Dye state. “There’s a disconnect between employees and employers. We wanted to understand the reason for this lack of communication.”
Rather than relying on data procured only through consultant work, Hurt and Dye collaborated with the University of Northern Colorado for their cross-industry study of 1400 respondents. Their research illuminates both the origins of the problem and the best ways to ameliorate the issues.
As more companies shift to automation of easier tasks, they still desire a return on investment; therefore, speaking up is increasingly important. Hurt and Dye stress that human creativity and critical thinking inspire success in ways electronics cannot and well-intentioned management may be inadvertently discouraging feedback. Employees shy away from voicing opinions for fear of negative consequences, belief that nothing will change, and that they won’t get credit for their ideas. The lost wisdom wastes time, money, and innovative human resources. In addition, millennials and Gen Zs who watched parents struggle through corporate frustrations and recessions can be already difficult to retain within organizations.
“Building relationships is the key,” Dye explains. “56% of people said the number one reason they wouldn’t share an idea is that they wouldn’t get credit. 40% lack the confidence to speak up. It takes intentional effort for leaders to build trust and connection to overcome this negative inertia and equip employees with the skills and confidence to question the status quo thoughtfully.”
Hurt and Dye’s mission is to empower leaders and encourage employee input through solution-based thinking. Their strategies focus on three tiers:
1: Challenges: Why the fear of speaking up is problematic.
2: Best Approaches: Techniques that encourage employees to articulate professional opinions.
3: Recipes for Success: Methods for cultivating an environment of solutions-based individuals.
“Automation and technological advances are easy to replicate. It’s the companies that tap into what humans do best—think creatively and solve complex problems– alongside these technological advances that will differentiate the customer and employee experience,” Hurt adds.
ABOUT KARIN HURT AND DAVID DYE:
Karin Hurt and David Dye are the Founders of Let’s Grow Leaders, an international leadership development and consulting company outside Washington D.C. Their latest work helps leaders achieve strategic business results by fostering micro-innovators, problem solvers, and customer advocates. Their latest work helps leaders achieve strategic business results by fostering micro-innovators, problem solvers, and customer advocates
ABOUT THE RESEARCH:
The full white paper is available for download HERE
**Excerpts and quotes may be republished with permission and attribution. Please contact: Arden Izzo (arden@farrowcommunications.com)
Share article on social media or email: