When Steve Williams carries the bag for Australian golfer Adam Scott in this week’s PGA Championship, a lot of eyes (and ears) will be on Williams to see if he’s put aside the anger that led him to make some controversial remarks after his new boss won the Bridgestone Invitational. Williams reveled in the victory, saying it was “the most satisfying win of my career,” despite having racked up 72 worldwide victories with Tiger Woods over a 12-year relationship. Williams apologized and admitted that he had a lot of pent up anger after Woods terminated their partnership. Scott talked to Williams and the two men seem ready to move on.
Although the news reports focused on the relationship between Williams and Woods, one comment by Adam Scott caught my attention. Scott said that in his first conversation with Williams as player and caddie, Williams was brutally honest with Scott. Williams made it clear to Scott that he believed Scott was underachieving. “He was very honest with me, and I took it as a compliment,” said Scott. “I am a laid-back guy, but I do have fire in my belly. Maybe he’s going to help keep it burning.”
Employees are afraid of voicing opinions. Business leaders today are faced with a strange confluence of events—the economic downturn has led many employees to clam up, fearing the expression of opinion because they’re afraid of losing their jobs. But at the same time these are no ordinary times and leaders need open and honest opinions from their employees, partners, and investors. And the only way for leaders to hear honest opinions is to establish a culture of trust. Employees need to trust that if they express themselves, their boss or manager will not retaliate. Instead those employees will be celebrated for their boldness.
A UK study of more than 4,000 companies earlier this summer found that 45 percent of employees are “less likely” to voice their opinions because they fear losing their job. According to the employee engagement survey by HR specialists, The Curve Group, employees have become “more risk averse” and simply do the minimum work without expressing bold or innovative new ideas. In America the number of workers who feel confident about their jobs has fallen to its lowest levels so it’s safe to say many U.S. employees are also showing a bunker mentality.
Establish a culture of trust. I don’t need a survey to tell me that many employees are afraid of speaking up. I’m often brought in to tell a CEO “what we’re all thinking.” Well, if you’re all thinking it, why doesn’t someone say something? It’s easy to bring in someone from the outside to express what the majority of employees want to tell their boss but they’re afraid of losing their jobs if they do. What kind of culture is that? In a previous column titled The 7 Secrets of Inspiring Leaders, I point out that inspirational leaders actively solicit opinions. They don’t just “listen” to concerns, but instead actively ask employees for open and honest feedback.
In his Wednesday press conference ahead of the 2011 PGA Championship, Adam Scott smiled and laughed off the Steve Williams controversy by saying, “He was delighted to win, as was I.” As a leader, make sure you keep someone close who will tell you when you’re underachieving, even if that person shoots off their mouth from time to time. You need to hear brutal honesty because these economic times are so perilous you should be delighted to win.