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 Empty Chair Is Trying to Tell You Something

By Cathie Leimbach • August 18, 2026
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic 

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic