Tom walked into his office an was met by his immediate boss. Tom is an engineer working on project that involves the city, county and two private companies. Tom designs the project that involves all of the clients listed above. It is a water treatment facility.

Recently, a new CEO, CFO and three managers were promoted and hired from the outside. Tom mentioned to me that ” When I asked for help and input, I was told, You should know what you are doing.”

Tom also mentioned he was criticized when he independently made a decision when meeting with the clients.
The question: “How do I function when I am criticized for asking for help and not asking for help?”

Leadership needs to be consistent with their teams and departments.
It is paramount to have a pre-planned focus for your employees to perform at their best.

When should they act independently? When should they ask for help?
My question: Why would anyone criticize an employee for asking for help on a big project?

Certainly, there is a difference between employees who consistently do not perform well, or do not make good decisions. When you criticize an employee who is a consistent or top performer for both asking for help and acting independently, it creates a huge lack of trust. This is when employees begin to make minimal decisions and become dependent on their manager or boss. Why make a decision without checking when you are placed in a “no win” situation.

When you put employees in a position of empowerment, clear communication and guidelines, you are rewarded with high performance.

Contact Dr. Brian at drbrian@drbriangrossman.com for help in creating high performing teams. He has 15 years of experience with companies in created high retention and high performing teams.

Decide on a consistent plan of communication. Focus on when employees need to check in and when they should act independently.