I wrote recently about safety and how I’d describe it, I gave an example of a developer who suspected that a particular approach chosen by the team wouldn’t work but didn’t feel confident enough to speak out and challenge the design.
In this post I want to discuss just how serious that lack of safety is. Beyond that lack of a warning a lack of safety can lead to bugs, disengagement, and even resignations.
If you’ve not already read it then I suggest picking up a copy of 5 Dysfunctions of a Team but Patrick Lencioni. It really is very good!
To back up my statement over resignations I want you to think of the last time you disagreed with your spouse, friend, or family member folder what to do one evening or weekend. Maybe they wanted to go shopping or redecorate a room. I want you to think about how you felt doing that activity and question whether you really gave it 100%
Not really being engaged is hardly unsurprising. Let’s say you wanted to see one film but you were talked into seeing something different. Are you really going to admit that you enjoyed it or will you secretly (it not so secretly) believe that your choice would have been better?
The point of this simple example is that humans struggle to commit to an idea while they still believe that their option would have been better. When we have joint design discussions if someone has an idea and doesn’t voice it or has concerns but gets shot down then they will never feel like their voice has been heard. They become disengaged from the end result, because they never wanted to do it that way anyway. It’s not malicious, it’s a defence mechanism because don’t want to admit that out way wasn’t better.
Only be encouraging all team members to openly discuss their ideas so we gain not just consensus, but buy in. As for staff retention, if your team member never feels bought into the work because they don’t feel like their view is listened to, how long do you think they will remain in that team?