Picture this: You’re in your office, and there’s a knock on the door. It’s Sarah from Accounting, and she’s got that look on her face. You know the one. She’s about to vent. Again.
Is that ringing a bell?
If you’re an operations exec, I bet it does. You’re the go-to person for getting things done, and that often means being the go-to listener as well. Whether it’s a delayed project, a software glitch, or just a tough day, your team turns to you for a sympathetic ear.
But how many times have you found yourself caught up in conversations that feel more like emotional dumping grounds than productive discussions? Have you been wondering how in the world to handle this better?
Today, I’m diving into how to manage venting so they feel heard, without sacrificing your sanity or your strategic focus.
The Hidden Cost of Being the Go-To Listener
You know, one of the things I love most about working with you is your ability to keep a cool head when everything around you seems to be on fire. But today, we’re talking about a different kind of fire? The slow burn of constant team venting.
Let’s face it: you are a great listener. You’re known for getting things handled. It’s no wonder your team turns to you when they need to let off steam.
But here’s the problem: Being the go-to person for venting can drain your energy and derails productivity. It’s time to shift gears and find a better way to handle this.
From Venting to Problem-Solving: A Strategic Approach
The solution? You need to move from the worm’s eye view to the bird’s eye view. Instead of getting caught up in every little complaint, you can teach your team how to vent more appropriately and productively.
Here’s how:
- Set boundaries: It’s okay to not always be available for venting sessions. Schedule specific times for check-ins or feedback and stick to them.
- Reframe the conversation: When someone comes to vent, guide them towards problem-solving. Ask questions like, “What do you think could improve this situation?”
- Encourage peer support: Create a culture where team members can vent to each other constructively, rather than always coming to you.
Remember, your job is to be connected and human and get things done, not to solve everything. Sometimes, you have to sit with others in their disgruntledness (yes, I know that’s not a real word, but it fits perfectly here).
You can let your team have their emotions and listen to an extent. But you have permission to not do everything.
Empowering Your Team: Beyond the Vent
Here’s a pro tip: Next time someone comes to vent, try saying, “I hear you’re frustrated. Let’s schedule a time to discuss this in more detail and come up with some solutions together.” This acknowledges their feelings while setting a boundary.
Today I’ll leave you with this question: How might setting clear boundaries around venting improve your team’s overall productivity and morale?
So, give it a try, and let me know how it goes.
If your team isn’t clicking, and this episode resonated with you, I recommend you take a listen to episode 61, “Decoding Tension in Your Operations Team”. You’ll find it at yourfuturerealized.com/61.
You can’t stop the chaos, but you can change the game.