Encouraging Employees to Solve Problems (Part 1)

Cathie Leimbach • March 29, 2022

When employees solve many of the day-to-day problems they encounter at work there are several benefits:

  • They feel good about themselves and their abilities.
  • They can get through the problem and on with their next task even when their supervisor or a colleague isn’t available to help them.
  • Their supervisor has time to help other employees and work on more strategic tasks.
  • Employee self-esteem, satisfaction, and morale increase.
  • Productivity and bottom-line results increase, improving the mission impact and the sustainability of the organization.

 

Despite these benefits, in many organizations the managers solve more problems than do the employees.  There are two primary factors that underlie this inefficient and often ineffective reality. Firstly, managers may believe their job is to be the star decision-maker and the primary source of information and ideas, so, they, consciously or unconsciously, make it uncomfortable for employees to solve problems. Or, secondly, employees may not have the knowledge or skills needed to solve problems. This Part 1 article focuses on how the manager can create a workplace environment that encourages employee decision making. Part 2 shares how managers can help employees develop the ability and confidence to solve problems.

 

5 Ways Leaders Can Encourage Employees to Solve Problems

 

1.     Be Approachable

Smile. Say hi to your staff every day. Be friendly in the break room. When an employee comes to you for help, quickly set aside what you are working on and given them your full attention. If you are in the middle of an urgent task, set a slightly later time for your conversation.

 

2.     Create a Mistake-Friendly Environment

We learn through our mistakes. When employees do something wrong, ask them what they were trying to achieve, what result they got, what they learned from this experience, and what they could do better. Make mistakes a healthy learning experience.

 

3.     Share Insights and Information

Be generous with your information. When you learn something that adds value for their workplace responsibilities, share it. Give them tips to do their work even better.

 

4.     Have Weekly Team Meetings and/or Employee One-on-Ones

Meet individually with each employee every week, even if it is only for 15 minutes. Ask how they are doing. Inquire about their hobbies or families. Confirm your workplace expectations. Ask how you can help them achieve their workplace goals.  Meet with your team weekly so everyone receives helpful updates and to encourage collaboration among employees.

 

5.     Let Your Employees Educate You

Your employees are doing the bulk of the day-to-day tasks. Ask them what is going well and what challenges they are having. Ask for their ideas on how to schedule their day or overcome a setback.

 

Creating an environment where employees feel it is safe to try solving their own problems is a key leadership responsibility. 

The Culture Problem Most Leaders Don’t See—Until It Shows Up in Results

By Cathie Leimbach • April 28, 2026
Most CEOs don’t wake up worrying about culture. They’re focused on growth, margins, execution. But culture quietly determines all three. Because when people feel disconnected, something subtle happens: Execution slows Ownership drops Problems surface later—and cost more Nearly a third of employees describe their workplace as isolated or impersonal. That’s not just a morale issue. That’s an execution risk . And employees don’t “love” a company because of perks. They stay committed when they feel valued. When that’s missing: Effort becomes transactional Communication becomes minimal Discretionary effort disappears The data is clear—when employees feel valued: Attendance improves Conflict decreases Productivity rises This is where many organizations misfire. They try to fix culture with initiatives. But culture is shaped in daily leadership interactions —not programs. And most leaders haven’t been trained to have regular meaningful conversations. They have been promoted to people leadership positions yet not prepared for their new roles. When untrained leaders don’t get topnotch results, it’s not due to a gap in effort or potential. It’s due to a current gap in ability. What can you do about it? Where might your workplace culture be quietly affecting execution—even if performance still “looks okay”? 👉 Join our next 45-minute Leadership Conversation— Workforce Challenges . We’ll explore how culture impacts performance—and what leaders can actually do about it.

What’s Really Driving Employee Detachment?

By Cathie Leimbach • April 21, 2026
Most leaders don’t struggle because they don’t care. They struggle because the root causes of disengagement are easy to miss. Right now, many employees are emotionally detached from their workplaces—and a majority are still watching for their next opportunity. But this isn’t about perks or pay. It’s about something more foundational. Less than half of employees clearly know what’s expected of them. Even fewer feel encouraged to grow, connected to purpose, or heard at work. Those aren’t surface issues. They’re leadership gaps. And they show up in everyday conversations. Engagement is built—or broken—through how leaders communicate expectations, opportunities, purpose, and voice. For example: When expectations aren’t clear, people guess and stay busy—and performance suffers. When employees don’t see how their work matters, connection fades. When leaders don’t ask for employees’ perspectives, people disengage—even if they stay. These aren’t big system failures. They’re missed conversations. The good news? What causes detachment is also what fixes it. Where could clearer, more intentional leadership conversations reconnect your team? Look at your last two workplace culture or employee engagement surveys. What do they show about how well your leaders meet employee needs? Where are leaders falling short? How do these strengths and gaps affect your bottom line? How long are you willing to accept the underperformance that follows?  Your Next Step: Click here to book a free conversation with Cathie Leimbach about discovering and/or closing leadership gaps in your organization.