Work with the Willing – Getting Your Employees to Say ‘Yes!’

When did the inability to adapt to change become a protected disability?

Why is it so difficult to roll out an idea, a decision, a direction, a company need and be met with a simple and strong “yes” from employees, teammates and colleagues? When did this become optional and subject to analysis? When were all employees granted veto powers?

This is what’s draining value from our organizations. The constant revisiting of decisions by every level, not based upon what will best serve the organization, but based upon whether one “likes” it, is comfortable with it, or thinks it is the best way in their opinion. Resistance is expensive and exhausting. As leaders, we also need to get employees to understand that it is futile – and move toward results. It’s time to up the ante and expect more from our employees.

And leaders, you are not innocent victims here. You are the very ones rewarding the naysayers stopping all the action and catering to the requests of the unwilling. Too many leaders are forgoing opportunities to capitalize on change in order to slow down and pick up the resistant stragglers as if consensus had any relationship in successful implementation of change.

Let’s get clear: an employee saying “no” is not one trying to point out true danger or trying to ensure success for the organization by keeping us safe from ourselves. Saying “no” is simply a code for actually saying I am unwilling, I would rather not change. Employees need to get clear about how they can truly add value to organizations – by saying “yes.”

Leaders need to highlight the horrendous cost of resistance and all the ways in which employees are saying “no.” The most valuable employee in any organization is the employee who says “yes” and says it often. Let’s get that clear and stop pretending that saying “no” adds any value. Great leaders are those willing to step up and help employees understand that they add the most value by saying “yes!”

Here’s how:

First of all, stop rewarding the naysayers! When someone says “no” to a decision, direction or idea, simply ask them for their plan on how they are going to get themselves signed up for the idea. If they aren’t able to produce a plan to sign up, ask them for their plan to transition outside of the organization. If they have no intention of leaving, re-ask them for their plan to sign up for and support the new direction. If they don’t have a plan for either, stress that there is no third option (staying and resisting). I am amazed at how sticking to these two options and continuing to drive the conversation leads to employees joining up or leaving the organization, either option a great solution. Not cruel, just honest. Make their choices conscious and visible to them and to you.

If employees are cautious rather than unwilling, engage them in negative brainstorming. Have them identify all of their conce
s, creating a list labeled “risks.” Next, have the team realistically rate the probability and impact of each concern. As a team, work on ways to mitigate and manage the most probable, most impactful risks. By doing so, you are helping your employees learn to add value not by saying “no” and shying away from challenging assignments, but by saying “yes” first and then using their expertise to manage the risks of any decision – which is the highest value they can add in any situation.

Quiz your people daily. Ask each employee, “What did you say ‘yes’ to today? What did you deliver today?” Hold each one accountable to answer.

Work with the willing. Focus on the group that says “yes” – give them your time and attention and support. Remember, the average manager spends about 80 hours extra per year on employees that are in a mode of resistance and who have very low odds of moving out of resistance any time soon. Why waste your time and resources? You don’t need everyone on board to move forward – only about 46%. So find them and reward them.

Step up and coach your employees to know that in today’s new world, the best way to add value when asked to do something, is to simply say “yes.”