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“Sure. Market just closed.”
She smiled. “I know. I was waiting.”
“What’s up?”
“So I met with a bunch more employees this week. And two things that seem to be a common theme are a lack of trust and inaccessibility to senior management.”
“What do you mean?”
“Some of the employees don’t feel like their supervisor trusts them. For example, they’ll make a trade, and then a few minutes later their manager will walk over and question their decision. It leaves them feeling like their judgment isn’t respected.”
“It’s the manager’s job to watch transactions and raise potential issues.”
“But when you question someone about something they’ve already done, it automatically begins the conversation with a negative tone.”
“So what do you propose? There’s no point in managers if they aren’t watching over things.”
“Could they flip the table and do that while setting a positive tone? Perhaps managers and employees could meet at the start of the day to talk about things they’re considering. Then when the manager sees a questionable transaction come through, they’ll already understand why it’s happening, and they won’t have to second-guess the employee’s decision. The end result is the same, but instead of feeling monitored in the background, the employee might feel heard in the forefront.”
“Let me guess. The complaints all happen to surround one manager: Lark Renquist? I told you the old timers don’t like reporting to a guy young enough to be their son. They wouldn’t have a problem being second-guessed by one of the managers who’s been around longer.”
“I’m not here to point fingers, nor would I want to reveal specifics that violate people’s trust. But I’ve heard it enough times to think it’s something that might be causing unnecessary stress.”
“Fine. I’ll talk to the managers. Is that it?”
“I also get the sense that people don’t feel senior management is accessible.”
“Are you talking about me?”
“You and your senior team.”
“I’m here every day, and so is my team. My door is glass, for shit’s sake. People can see if I’m busy and stop in if I’m not.”
“Maybe accessible isn’t the right word.”
“What is?”
“Approachable?” She nodded. “I think that’s a better way to put it. You might be here in your office, but I don’t get the sense that people feel comfortable approaching you and others.”
“And that’s my fault? I’m not a mind reader to know when someone would like to talk to me so I go over and start a conversation.”
“I actually don’t think it’s your fault. I think you’re just naturally intimidating.”
I shook my head. “That sounds like a them problem, not a me one.”
She chuckled. “Would you consider doing monthly town-hall-type meetings? Maybe go out to the bullpen area where most of the staff sits and hold a team discussion? Perhaps give them some updates and take questions? A team-building workshop of some sort held offsite might be a good idea, too.”
“You mean where one person falls back, and the other person is supposed to catch them?”
“Something like that.”
“You think that’s going to stop people from suing me after they can’t hack it here and brawling because the tension runs high?”
Evie shrugged. “Humor me. I can work with Joan to set it all up.”
I sighed. “Anything else? Should I go find some babies to kiss or save some kittens stuck up a tree?”
Evie stood. “Thanks, boss.”
