A normally upbeat and productive guy was suddenly downcast and discouraged yesterday morning. I went in to see Chuck and talk about progress on his most important project – implementing an employee development program – and he wasn’t even interested anymore. Wow.
“This project doesn’t matter,” he said. “I thought it would make a huge difference in the whole department, and get people working together in a new way, being more productive and satisfied. Nope. Nobody cares.”
That led us into talking about who he thinks should care about this, and how he knows they don’t. That’s when I found out about the department meeting two days ago. On Monday, two bosses in the organization – both VPs – had attended the department meeting in Chuck’s area. When Chuck presented an update on his Team Building project – progress, participation, and on-time project performance – all the statistics were looking good.
“But the Veeps didn’t ask anything about it, and didn’t even seem like they thought it was a good idea,” Chuck said. “My boss didn’t speak up for it either. I’m tired of busting my butt on things that don’t make any difference.”
I’ve been a management consultant my whole career. That means as soon as I’m done talking with Chuck, I can zip over to those two VPs and have a chat about this project and the importance of speaking up for it. So I did that. I saw Chuck later that afternoon, and he’d regained some energy.
“I got a call from one of those Veeps,” he told me. “She asked how long my project had been going on, and seemed surprised it was such a new idea and was already showing good results. Then she asked me to come and talk with her team at their next meeting, because they might want to do something like that in their division.”
His energy was coming back. All it took was for him to have a sense of the value of this thing, and when nobody bothered to have even a quick Debrief-and-Thanks conversation, the air went out of his enthusiasm. Closure conversations are the most necessary conversations in any relationship – at work or at home. Acknowledge the facts – that’s the debrief part. Appreciate the people – that’s the thanks part. And it can be useful to dust out any crumbs of discontent too, by adding the other 2 pieces: apologize for anything that’s been left swept under a rug, and update any old expectations from the past so they fit well with today’s reality.
Closure conversations can restore a sense of accomplishment and resuscitate a neglected project. Sometimes a little Thank You, laced with some appreciation of the facts in the matter, makes a big difference.