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. 

Thanksgiving: Beyond the Turkey and Thank-You Notes

By Cathie Leimbach • November 25, 2025
As leaders, we know Thanksgiving week is prime time for employee appreciation. But here's the thing—a generic "thanks everyone" email hits differently for different people. Dr. Paul White's research on the 5 Languages of Appreciation in the Workplace offers a smarter approach. Just like people receive love differently, your team members feel valued in distinct ways: through words of affirmation, quality time, acts of service, tangible gifts, or physical touch (think handshakes and high-fives in professional settings). That all-star on your team? She might light up from a handwritten note praising her specific contributions. Your behind-the-scenes problem-solver might feel more appreciated if you help him out by clearing his schedule for an afternoon so he can tackle his backlog. This Thanksgiving, skip the one-size-fits-all approach. Take ten minutes to consider how each team member prefers to be recognized. It's not about grand gestures—it's about matching your gratitude to what actually resonates with each individual. When appreciation lands in someone's preferred language, it doesn't just feel nice. It builds loyalty, boosts morale, and reminds people why they show up every day. That's something worth being thankful for. Curious about what languages are preferred? Click here to learn more!

The Power of Strategic Choice: Making Room for What Matters

By Cathie Leimbach • November 10, 2025
In most organizations, the instinct is to add —more goals, more projects, more meetings. But as Juliet Funt, founder of the Juliet Funt Group, teaches in her Strategic Choice process, real leadership strength lies in deciding what to stop doing . Strategic Choice is the intentional narrowing of priorities—cutting away the clutter so teams can focus on what truly drives results. It’s a disciplined act of letting go: saying no to good ideas so there’s room for the great ones. Funt’s approach challenges leaders to pause, think, and create the mental and operational space their people need to perform at their best. By removing unnecessary tasks and misplaced effort, leaders make room for precision, innovation, and real thinking time. This isn’t about doing less—it’s about doing what matters most. When businesses adopt this mindset, they replace overwhelm with clarity and regain control of their time, energy, and outcomes. For small to mid-sized companies, embracing Strategic Choice can transform busyness into focus—and that focus is where sustainable growth begins. Want a quick visual overview? View Strategic Choice: Making Room for What Matters to see how this process helps leaders focus on what truly drives results.