Have you ever sat in a meeting where the person in charge made some “funny” comment that others didn’t find amusing? Maybe you been in a conversation where the boss confuses your understanding of a project you’re working on with a seemingly off-hand remark? Or perhaps you’ve felt uncomfortable when a leader makes a tone-deaf comment about a particular group of employees or customers?
I have been a witness to all three of the scenarios. You probably have too. In all three cases, the person making the comment obviously did not understand the power of their words. While there’s no harm done most of the time, there are instances where employees can be confused, belittled, or even insulted. Done enough and these remarks become a source of employee distraction, resentment, and even turnover.
And here’s the thing. We have all been guilty of doing this at one time or another. It wasn’t our intention. We thought we were being funny or perhaps trying to move the conversation along or make a point. Maybe we simply forgot to leave our inherent biases at the door. Yet a considerable amount of damage can be done to productivity and workplace relationships as a result.
Yes, there are times when certain things need to be said, especially if the group is dancing around an issue. Yes, there are times when a little humor can break the tension. And yes, there are people who can be a bit too sensitive regardless of what is said. As leaders and managers, we have to balance all of these considerations within whatever role we play.
Off-hand comments are a type of currency within the everyday conversations we have, whether it’s in person, on-line, or over the phone. There are no strict set of rules for these kinds of one-off remarks. But taking a second to consider how they might be interpreted by those around us, can ensure that we will not be disrupting the flow of relationships and communications. One of the qualities of effective leaders is impulse control. They consider before speaking. They wait to hear what others have to say before contributing their thoughts. They gage the temperature in the room and act accordingly.
How do you manage the impulse to make a glib comment or offer a critique when you are inspired to do so? How have you recovered when you’ve “put your foot in it?” Put them in the comments below. We’d all like to know.
Are You Stressing Your Team with Your Off-hand Comments?
Are You Stressing Your Team with Your Off-hand Comments?
Have you ever sat in a meeting where the person in charge made some “funny” comment that others didn’t find amusing? Maybe you been in a conversation where the boss confuses your understanding of a project you’re working on with a seemingly off-hand remark? Or perhaps you’ve felt uncomfortable when a leader makes a tone-deaf comment about a particular group of employees or customers?
I have been a witness to all three of the scenarios. You probably have too. In all three cases, the person making the comment obviously did not understand the power of their words. While there’s no harm done most of the time, there are instances where employees can be confused, belittled, or even insulted. Done enough and these remarks become a source of employee distraction, resentment, and even turnover.
And here’s the thing. We have all been guilty of doing this at one time or another. It wasn’t our intention. We thought we were being funny or perhaps trying to move the conversation along or make a point. Maybe we simply forgot to leave our inherent biases at the door. Yet a considerable amount of damage can be done to productivity and workplace relationships as a result.
Yes, there are times when certain things need to be said, especially if the group is dancing around an issue. Yes, there are times when a little humor can break the tension. And yes, there are people who can be a bit too sensitive regardless of what is said. As leaders and managers, we have to balance all of these considerations within whatever role we play.
Off-hand comments are a type of currency within the everyday conversations we have, whether it’s in person, on-line, or over the phone. There are no strict set of rules for these kinds of one-off remarks. But taking a second to consider how they might be interpreted by those around us, can ensure that we will not be disrupting the flow of relationships and communications. One of the qualities of effective leaders is impulse control. They consider before speaking. They wait to hear what others have to say before contributing their thoughts. They gage the temperature in the room and act accordingly.
How do you manage the impulse to make a glib comment or offer a critique when you are inspired to do so? How have you recovered when you’ve “put your foot in it?” Put them in the comments below. We’d all like to know.