Some companies incur losses, chaos, and complications due to lack of encouragement of workers to be more solution focused. Some problems actually shouldn’t be known by the CEO or heads of the company if employees are equipped with problem-solving skills. However, it all starts by giving workers the room to air out their ideas on how to fix some problems once noticed or identified. A number of employees would prefer staying quiet than giving their ideas because they are either not asked to contribute or if they do, their suggestions are not valued or considered—that way, even if their ideas would make a positive change to the company, they would rather not air them out. Employees ought to know what happened to their ideas, if they weren’t considered, offer them the reasons why, or how you would make them better. If you’re to implement their solutions, they should be in the know of the whole process and how long it will take to accomplish it. When your team is involved in the implementation process, the hardships and costs of the solutions will prepare them for future problems, perhaps involving them makes them feel part of the company and pushes them to be more creative. Richard Adefemi, a businessman, believes that it is the organisation that truly needs to create a solution based culture before employees can actually become solution focused. For example, each organisation has cultures and ethics to which employees must fit in. There are instances in which employees are let go because they are deemed not to fit into organisational culture. Organizational culture refers to the beliefs, values and attitudes required of employees to fit into the organization. He says that organisations desiring a solution focused culture must ensure through HR that potential employees understand this culture from the onset, thereby empowering employees to be solution focused and to be able to think outside the box at all times in the organisation. One thing to bear in mind is that there is no need for a solution when there is no problem. A solution focused culture therefore seeks to find solutions to current issues and potential future issues within an organisation. “To ensure employees are solution focused, the following needs to be in place, for instance; the organisation must promote this culture amongst employees at all times, encourage employees to approach appropriate authorities with open access to discuss solutions either as individuals or as a group and hearten positive criticism of existing structures and processes as a means to evolving a better, efficient and more robust solution,” the businessman states. Adefemi further notes that there must be a creation of solution groups that hold solution sessions relating to existing or future potential issues, and spur training in critical thinking and analysis. According to Daniel Ganza, PR Consultant, organisational leaders ought to equip their people with the tools necessary to recreate resources to shove them back on track in case they are falling off. He carries on that proper communication is the first step in seeking solutions, which is why employees should be given a chance to develop and find solutions to any problems. ‘Surprisingly, when listened to, employees may even provide solutions that will make a difference to the company now and in the future.’ Ganza stresses that employees need to be trusted but not micromanaged. All they require is to be guided but not directed, as a manager, set them goals to achieve, and let them figure out ways to deliver. But most importantly, encouraging creativity as problem-solving often requires a bit of abstract thinking. “Appreciate new ideas, and motivate employees to speak up with their opinions, that way, they will feel more empowered, recognised and confident,” he says.
