Lean Tips Edition #323 (#3871 - #3885)

For my Facebook fans you already know about this great feature. But for those of you that are not connected to A Lean Journey on Facebook or Twitter I post daily a feature I call Lean Tips.  It is meant to be advice, things I learned from experience, and some knowledge tidbits about Lean to help you along your journey.  Another great reason to like A Lean Journey on Facebook.

Click this link for A Lean Journey's Facebook Page Notes Feed.

Here is the next addition of tips from the Facebook page:

Lean Tip #3871 – Lead by Example, Not by Directive

One of the most powerful tools a leader has is consistency between their words and actions. In Lean, this means showing commitment to the principles of respect, problem-solving, and continuous improvement by the way you personally work. If you demand accountability but don’t practice it yourself, your credibility erodes quickly.

When leaders visibly participate—walking the floor, using problem-solving tools, or embracing feedback—they set the tone for the entire organization. People take their cues from leadership behavior. If you want your team to embrace Lean, they must see it in action through you first.

Lean Tip #3872 – Go to the Gemba (The Real Place)

Decisions made far from the work often miss the realities employees face. That’s why Lean leaders prioritize Gemba walks—visiting the actual workplace where value is created. Seeing processes firsthand helps you connect observations with data, uncover issues that might not appear in reports, and build relationships with employees.

When done with humility, Gemba visits demonstrate genuine respect for your people. Instead of “policing,” you’re learning. Ask employees to explain their work, listen to their frustrations, and thank them for insights. Over time, this builds trust and leads to better-informed decisions.

Lean Tip #3873 – Ask Questions Before Giving Answers

It’s tempting as a leader to provide quick solutions. But Lean leadership emphasizes coaching over directing. By asking thoughtful, open-ended questions, you encourage employees to engage their critical thinking and problem-solving skills. Questions like “What do you think the root cause is?” or “What would you try first?” empower people to take ownership.

This shift changes your role from “chief firefighter” to “capability builder.” Over time, teams gain confidence and skills to tackle problems independently. That not only reduces your burden but creates a culture where improvement is driven from every level, not just the top.

Lean Tip #3874 – Respect People by Listening Deeply

Respect for people goes beyond polite words—it requires intentional listening. When team members bring forward ideas or frustrations, Lean leaders pause, give full attention, and listen without preparing a counterargument. This demonstrates trust and shows that every voice has value.

Deep listening often uncovers process issues or opportunities for improvement that wouldn’t surface otherwise. Employees on the frontlines usually know where the real challenges are. When they see their input leading to action, engagement grows, and your culture of continuous improvement strengthens.

Lean Tip #3875 – Eliminate Blame, Focus on Process

When errors occur, many leaders instinctively look for someone to hold accountable. But Lean leaders recognize that 90% of problems stem from process weaknesses, not people. Shifting the focus from blame to learning creates a safer environment for employees to speak up about issues.

Instead of asking, “Who caused this?” ask, “What in the process allowed this to happen?” This approach uncovers systemic issues and leads to sustainable fixes. Over time, it builds trust—because people know mistakes won’t ruin them, but instead become opportunities for shared learning.

Lean Tip #3876 – Make Continuous Improvement Daily Work

Improvement isn’t something you do only during formal Kaizen events. True Lean leaders integrate improvement into the daily rhythm of work. That may include short reflection meetings, quick idea boards, or 5-minute process checks where employees can raise and address small issues.

When improvement becomes part of daily work, it stops feeling like “extra” effort. Employees see small problems being solved consistently, which builds momentum and confidence to tackle larger challenges. This steady, incremental progress compounds into significant results over time.

Lean Tip #3877 – Develop People, Not Just Processes

It’s easy to focus only on improving systems, but Lean recognizes that strong processes require skilled and engaged people. Leaders should invest in coaching, mentoring, and providing opportunities for employees to stretch into new challenges. Developing people builds long-term organizational strength.

When you help someone learn problem-solving skills, or support them through training and career growth, you’re not just solving today’s issues—you’re equipping them to handle tomorrow’s. Leaders who prioritize development create teams that can adapt, innovate, and sustain improvement without constant direction.

Lean Tip #3878 – Create Clarity Through Visual Management

Confusion slows teams down. Lean leaders reduce this by making information visible and easy to understand. Visual boards, color coding, simple charts, and floor markings help everyone know what’s happening, what the goals are, and where attention is needed.

This kind of transparency empowers teams to act without waiting for instructions. It reduces wasted time, improves alignment, and fosters accountability. When goals and progress are clearly visible, conversations shift from “What’s going on?” to “How can we improve this?”

Lean Tip #3879 – Standardize, but Stay Flexible

Standard work is the backbone of Lean—it provides stability and ensures consistency. But leaders must communicate that standards are not meant to stifle innovation. Instead, they represent the best-known method today and are always open to improvement.

Encourage your team to use standards as a baseline while remaining open to better ways of working. When someone finds a new, more effective method, update the standard. This mindset balances discipline with adaptability, creating a culture of learning rather than rigidity.

Lean Tip #3880 – Foster a No-Fear Culture of Experimentation

Fear kills creativity. Lean leaders encourage experimentation by creating psychological safety. Instead of demanding flawless solutions, promote the idea of “try small, learn fast.” A failed experiment is not a mistake—it’s a data point that brings you closer to the right answer.

When employees know they won’t be punished for taking initiative, they feel empowered to propose and test new ideas. Over time, this builds an innovative culture where continuous learning is the norm and breakthroughs emerge from small, low-risk trials.

Lean Tip #3881 – Align Around Purpose, Not Just Metrics

Metrics are important for measuring progress, but they don’t inspire people on their own. Lean leaders connect the work to a greater purpose—whether it’s delighting the customer, improving safety, or contributing to the community. Purpose gives meaning to tasks and builds pride in the work.

When employees understand why their efforts matter, motivation deepens. Teams stop chasing numbers for their own sake and begin striving toward something bigger. This sense of shared purpose creates alignment and energy that no performance dashboard can achieve alone.

Lean Tip #3882 – Slow Down to Go Fast

In the rush of daily operations, it’s tempting to push for quick fixes. But in Lean, slowing down to deeply understand a problem prevents wasted effort and rework later. Tools like root cause analysis and PDCA cycles encourage this thoughtful pace.

When leaders emphasize understanding before acting, they signal that thoroughness matters more than speed. Ironically, this “slower” approach often produces faster long-term results because solutions stick, processes improve, and problems don’t resurface.

Lean Tip #3883 – Recognize and Celebrate Small Wins

Big transformations are made up of countless small improvements. Lean leaders make a point to recognize and celebrate these incremental wins. Whether it’s a simple “thank you” in a meeting, a visible improvement board, or a small celebration, acknowledgment builds momentum.

Recognition reinforces the behaviors you want to see repeated. It also shows that leadership values the contributions of frontline employees. Over time, celebrating small wins creates an energized environment where improvement becomes contagious.

Lean Tip #3884 – Teach Problem-Solving as a Core Skill

A Lean leader’s job isn’t to solve every problem—it’s to teach others how. Building problem-solving skills across the organization ensures that improvement continues at every level. Encourage the use of PDCA, root cause analysis, and structured thinking.

As employees become more capable problem solvers, leaders can focus on removing barriers and coaching rather than firefighting. This distributed problem-solving capability creates resilience and allows your organization to adapt quickly to new challenges.

Lean Tip #3885 – Be a Servant Leader, Not a Boss

At its heart, Lean leadership is about service. Instead of commanding from above, servant leaders ask, “What do my people need to succeed?” This mindset shifts the role of leadership to enabling—removing obstacles, providing resources, and empowering employees to make improvements.

When teams know their leader is invested in their success, trust deepens. People feel safe to bring up issues, propose ideas, and take ownership of their work. Over time, servant leadership builds loyalty, strengthens engagement, and drives sustainable performance.

Lean Tips Edition #322 (#3856 - #3870)

For my Facebook fans you already know about this great feature. But for those of you that are not connected to A Lean Journey on Facebook or Twitter I post daily a feature I call Lean Tips.  It is meant to be advice, things I learned from experience, and some knowledge tidbits about Lean to help you along your journey.  Another great reason to like A Lean Journey on Facebook.

Click this link for A Lean Journey's Facebook Page Notes Feed.

Here is the next addition of tips from the Facebook page:

Lean Tip #3856 – Change Starts with “Why’ to Build Alignment

Every meaningful improvement effort starts with clarity of purpose. Too often, organizations rush into changes without explaining the deeper reason behind them. This leads to confusion, resistance, and a lack of ownership. When people understand the “why,” they see how their work connects to the bigger picture.

Leaders should consistently tie improvements back to customer needs, organizational goals, and team benefits. For example, instead of saying “we’re changing this process to reduce cost,” frame it as “we’re simplifying this process so we can serve our customers faster and reduce frustration for you.” Purpose creates motivation, and motivation fuels sustainable improvement.

Lean Tip #3857 – Go See the Work: The Power of Gemba Walks

The Japanese word Gemba means “the real place”—where value is created. In Lean, leaders are expected to leave their offices and observe work directly at the Gemba. This builds understanding that no report, chart, or dashboard can fully provide.

A Gemba walk is not about fault-finding but about curiosity. Ask frontline employees what challenges they face, what ideas they have, and what’s getting in their way. Listen more than you talk. Over time, these visits create trust, uncover improvement opportunities, and show employees that leadership values their perspective.

Lean Tip #3858 – Focus on Waste, Not People

One of the greatest misconceptions about Lean is that it’s about cutting jobs. In reality, Lean is about cutting waste—activities that consume resources but add no value. Examples include excess motion, waiting, rework, or overproduction. When waste is removed, employees gain more time to focus on value-added work.

By making this distinction clear, leaders build psychological safety. Employees won’t fear improvements if they know their role is secure. Instead, they will actively help identify waste because they see it as a way to make their work easier and the customer experience better.

Lean Tip #3859 – Use Standard Work as a Foundation for Improvement

Standard work is often misunderstood as rigid and restrictive. In Lean, it is the opposite: it provides a stable baseline that allows innovation. When processes are consistent, abnormalities become visible. Teams can then improve with confidence because they know where the starting point is.

For example, if five employees perform the same task five different ways, it’s impossible to know what works best. But with a documented standard, the team can identify variation, test improvements, and refine the standard. This cycle of consistency and improvement accelerates learning and ensures that progress sticks.

Lean Tip #3860 – Small Improvements Add Up to Big Wins

Change doesn’t always need to be a large, disruptive project. Lean teaches that small, incremental improvements—often called kaizen—are more powerful because they are easier to implement, less disruptive, and build momentum.

Encourage employees to solve problems in their daily work. A simple fix, like rearranging tools for easier access, can save minutes each shift—adding up to hours over time. Multiply that across hundreds of employees and you create significant gains. Culture change happens when improvement becomes everyone’s everyday responsibility, not just management’s.

Lean Tip #3861 – Visualize the Work to Drive Clarity

Work that is invisible is difficult to manage. Visual management makes processes, performance, and problems visible so they can be addressed quickly. Simple tools like whiteboards, process maps, and status lights create shared understanding.

For example, a team using a visual board to track daily tasks can immediately see when work is behind schedule or if a bottleneck is forming. These visuals prompt quick discussions, align the team, and reduce the need for endless status meetings. Visibility creates accountability and shared ownership.

Lean Tip #3862 – Respect for People is the Core of Lean

Respect is not just a value—it’s a system of behaviors. In Lean, respecting people means involving them in decisions, listening to their ideas, and equipping them with the skills and tools to succeed. Without respect, Lean becomes a hollow set of tools.

When employees feel valued, they contribute ideas freely, take ownership of problems, and support one another. Respect also means recognizing contributions, protecting work-life balance, and ensuring improvements make jobs safer and more satisfying. Continuous improvement and respect go hand-in-hand.

Lean Tip #3863 – Uncover Root Causes with the 5 Whys

Surface-level fixes rarely solve long-term problems. The “5 Whys” method helps teams dig deeper to identify the root cause. By repeatedly asking “why” after each answer, you often move past symptoms to the underlying issue.

For instance, a late shipment might initially seem like a scheduling problem. But after asking “why” several times, you may uncover an issue with inaccurate inventory counts. Fixing the inventory system solves not only the late shipment but also prevents future errors. Root cause thinking saves time and prevents frustration.

Lean Tip #3864 – Celebrate Problems as Opportunities

Many organizations hide or punish problems. In Lean, problems are treasures because they point to where improvements are needed. Leaders should create an environment where employees feel safe to surface issues without fear of blame.

When teams see leaders celebrating the discovery of problems, it shifts the culture. Instead of sweeping issues under the rug, employees will proactively raise them. This mindset transforms problems into opportunities for learning, growth, and innovation.

Lean Tip #3865 – Empower the Frontlines to Lead Change

Frontline employees know processes best because they live them daily. Empowering them to experiment, suggest changes, and test improvements unleashes creativity and ownership. Instead of waiting for top-down fixes, frontline-driven change happens faster and sticks longer.

Practical ways to empower include giving teams small budgets for improvements, celebrating implemented ideas, and providing coaching rather than answers. When employees know they are trusted to make changes, engagement rises and results improve.

Lean Tip #3866 – Measure What Truly Matters

Metrics drive behavior—but only if they measure the right things. Too often, organizations track vanity metrics that don’t reflect value for customers. Lean emphasizes leading indicators tied to flow, quality, and customer satisfaction.

For example, measuring how quickly issues are resolved is more meaningful than tracking how many issues are logged. When employees see how their daily work connects to meaningful metrics, they feel accountable and motivated to improve performance.

Lean Tip #3867 – Create a Culture of Learning and Curiosity

Lean is fundamentally about learning. Mistakes, experiments, and adjustments are part of the process. Leaders must model curiosity by asking questions, encouraging experimentation, and rewarding effort—not just results.

A learning culture treats failures as stepping stones. When employees see that lessons are valued as much as outcomes, they are more willing to try new ideas. Over time, this mindset fosters adaptability, resilience, and innovation.

Lean Tip #3868 – Make Improvement a Daily Habit

Continuous improvement isn’t an occasional workshop—it should be built into daily work. Even five minutes a day to identify problems, test small changes, or reflect on lessons learned can transform performance over time.

Leaders should set expectations that improvement is part of every role. Daily team huddles, quick reflection sessions, and visible tracking of small wins reinforce the idea that improvement is ongoing. Over time, this habit becomes part of the culture.

Lean Tip #3869 – Lead as a Coach, Not a Commander

In Lean, leadership shifts from directing to developing. Leaders act as coaches who grow their team’s problem-solving skills. Instead of providing solutions, they ask questions like: “What do you see? What’s the root cause? What options could we test?”

This coaching approach builds capability and confidence. Employees learn to think critically, take ownership, and solve problems independently. When leaders remove barriers and guide rather than dictate, teams become stronger and more resilient.

Lean Tip #3870 – Progress Over Perfection: Just Start

Perfection is the enemy of progress. Waiting for the perfect solution delays improvement and discourages action. Lean emphasizes experimentation: try something small, learn from it, and adjust.

Quick, imperfect changes create momentum. They demonstrate that improvement is possible and encourage further ideas. Over time, these small, imperfect steps add up to transformational results. In Lean, action beats hesitation every time.

 

Lean Tips Edition #321 (#3841 - #3855)

For my Facebook fans you already know about this great feature. But for those of you that are not connected to A Lean Journey on Facebook or Twitter I post daily a feature I call Lean Tips.  It is meant to be advice, things I learned from experience, and some knowledge tidbits about Lean to help you along your journey.  Another great reason to like A Lean Journey on Facebook.

Click this link for A Lean Journey's Facebook Page Notes Feed.

Here is the next addition of tips from the Facebook page:

Lean Tip #3841 – Successful Leaders Challenge Norms to Seek New Opportunities

Successful change leaders are willing to challenge the status quo and seek new windows of opportunities when required. In certain situations they challenge the current perceptions, rules and procedures in order to deliberately create uncertainty and re-set the norms. However, change leaders also need to be realistic and call for caution when the organization is under severe pressure. They understand the practical limits on the amount of change which can be achieved using logic, facts and data to find rational and solid solutions.

Lean Tip #3842 – Driving Change is About Action

Driving change is often about being action-oriented, persistent and willing to put in more effort when setbacks are encountered. Successful leaders move others into action in a way they can readily accept, by proactively suggesting concrete steps for others to be taken in order to achieve the expected organizational results. However, to drive change, leaders also need to be forward-looking and introduce new and innovative ways of working by envisioning how current structures and processes can be further improved.

Lean Tip #3843 – Change Leaders Must Set the Purpose and Direction to Empower Employees

Successful change leaders are willing to set the purpose and direction for the work of others, and clearly identify objectives, roles, responsibilities and deadlines. They don't shy away from using forceful speech and setting high demands whenever required, even if it means being tough and assertive, putting people under pressure. But in order to drive change, leaders must also be open and inclusive and ask others for alternative ideas to secure their active involvement. By empowering others and stimulating personal and professional growth, successful leaders also act as talent magnets, ensuring an efficient leadership pipeline in the organization.

Lean Tip #3844 – Change Leaders Bring People Together and Build Consensus

By bringing forward convincing and conclusive arguments, successful change leaders act as strong role models and encourage others to follow. They push the agenda forward by actively defending agreed principles and given mandates, and persuade others to follow by being directive and credible. However, successful change leaders also have the ability to foster alliances and build efficient networks in order to increase others' commitment. They manage to bring people together, build consensus and create win-win situations.

Lean Tip #3845 – Change Leaders are Driven But Understand the Value of Collaboration

Successful change leaders are strongly driven and eager to meet and even exceed expectations. They have the determination, resilience and discipline needed to deliver the best possible organizational results given the circumstances, and always deliver the necessary quality on time - even when meeting opposition. However, successful change leaders also recognize that they can achieve more in collaboration with others, being fully aligned with organizational visions and missions.

Lean Tip #3846 – Effective Communication is the Foundation of Success Organizational Change

Effective communication is the foundation of any successful effort when you’re leading organizational change. When introducing any kind of change, leaders should take ownership of communicating it to the entire team early and often. The bigger the change, the more strategic the communication plan should be. Determine who needs to know what and when. Timing is critical, too. I can’t emphasize enough how important clear and timely communication is when driving change in the workplace to ensure employees feel properly informed. Communicating broadly too early before the change occurs can leave too much time for employees to fret, and waiting until the last minute can catch people off-guard.

Lean Tip #3847 – Empower Change Champions Within Your Organization

To drive change effectively, you need support at all levels of the organization – not just those at the top. While leadership often initiates organizational changes, team buy-in plays a crucial role in how successful the initiative will be. People are much more likely to buy in if others they work with are on board, too. For this reason, consider identifying and empowering change champions within your organization. Change champion refers to an employee who is active in demonstrating their support of the change process. These individuals bridge the gap between leadership and the wider team to ensure a smooth transition. Therefore, having champions engaged at all levels is key.

Lean Tip #3848 – Anticipate Pitfalls and How to Address Them

With any change, there is going to be an adjustment period. Anytime you are leading organizational change, create a strategy in advance that anticipates potential pitfalls early and how to address them. Skipping this step could leave leaders unprepared once the initiative is already underway. While it’s not possible to predict everything that could go wrong, thoughtful preparation can help leaders make workplace changes less overwhelming for their teams.

Lean Tip #3849 – Celebrating Success Reinforces the Process and Motivates Employees

Once a change has been implemented, celebrate its success. Highlighting the positive outcomes of organizational changes not only reinforces the value of the effort, but also motivates your team for future initiatives. This is an important part of the process, especially if the change has had its share of pain points for any reason. Leaders should use this opportunity to draw attention to the benefits, demonstrating why undertaking this organizational change was important for growth and success.

Lean Tip #3850 – Leaders Need Adjust Their Plans to Succeed With Change

Flexibility is so important when driving change in the workplace. Any new idea is just an idea until it is implemented in the real world. What works in theory may not always succeed in practice, so leaders should be willing to adjust their plans as needed to implement successful organizational change. If possible, pilot changes with a small group before rolling them out to the entire organization. See what works and what doesn’t, and make tweaks based on that exercise. Fine-tuning your process sends a message to your employees that while organizational change is inevitable, you want to ensure it isn’t done in a vacuum and are open to feedback to make it most effective.

Lean Tip #3851 – Establish the Goal for Change Within Your Organization

Before embarking on any change initiative, it’s helpful to have a clear understanding of your company’s objectives and performance metrics. Evaluate where your organization stands currently and identify areas for improvement. Establishing a well-defined goal provides a guideline for the change process.

Lean Tip #3852 – Cerate a Roadmap for Achieve Your Change Objectives

Develop a comprehensive plan that outlines the reasons for change, defines its scope, identifies key stakeholders, assembles a dedicated team, and maps out the necessary steps to achieve your objectives. A structured roadmap serves as a blueprint for navigating potential challenges and ensures alignment across the organization.

Lean Tip #3853 – Transparent Communication Build Trust and Reduces Resistance to Change

Effective communication is key when driving change. Transparent and frequent communication increases understanding, builds trust, and reduces resistance among employees. Keep your team informed about the reasoning behind the change, its potential impact, and how they can contribute to its success.

Lean Tip #3854 – Invest in Training to Foster Collaboration and Drive Change at All Levels

Providing effective training for your employees may help reduce the fear and negativity associated with change. Training your managers can give them the tools they need to confidently support teams through the adjustment period. Investing in comprehensive training programs can give your team the skills and knowledge needed to adapt to new processes. Building trust within the organization is essential for fostering collaboration and driving change. Create a leadership team that is help accountable for driving organizational change. For any improvement initiative and change to achieve a positive impact on the business bottom line, it is critical to have demonstrated support and commitment at the top levels of leadership.

Lean Tip #3855 – Prepare for Roadblocks

Despite meticulous planning, obstacles are bound to happen during the change process. Anticipate potential roadblocks and develop contingency plans to address them easily.

Change is not just a necessity but an opportunity for organizations to thrive in an ever-evolving business scene. By embracing change, companies can encourage innovation, enhance employee engagement, and gain a competitive edge in the market. Implementing best practices for driving change enables organizations to navigate challenges effectively and achieve sustainable growth in the long run.

 

Lean Tips Edition #320 (#3826 - #3840)

For my Facebook fans you already know about this great feature. But for those of you that are not connected to A Lean Journey on Facebook or Twitter I post daily a feature I call Lean Tips.  It is meant to be advice, things I learned from experience, and some knowledge tidbits about Lean to help you along your journey.  Another great reason to like A Lean Journey on Facebook.

Click this link for A Lean Journey's Facebook Page Notes Feed.

Here is the next addition of tips from the Facebook page:

Lean Tip #3826 – Watch for Signs of Burnout in Others.

Work burnout is a real problem today, and it comes at greater risk during times of intense stress and pressure. Many people are stressed, putting in more work hours than ever before and finding it difficult to separate work and home life.

Managers who are skilled at empathetic leadership are able to recognize signs of overwork in others before burnout becomes an issue that results in disengagement or turnover. This might mean taking a few extra minutes each week to check in with team members and gauge how they’re handling their current workload and helping them to recover from overwork.

Lean Tip #3827 – Listen With Genuine Curiosity

It certainly is possible to increase empathy. As I usually say, that’s one “muscle” that is better developed in some people and less in others. But we can all cultivate and improve it. One concrete step is to commit to really understanding others, by listening to them with openness and genuine curiosity. Let go of your assumptions and judgments and really try to understand the reality of the other person.

Lean Tip #3828 – Be Mindful Of Each Individual’s Full Experience

Focus on understanding each person’s individual experiences, challenges and needs, rather than task-based updates. By actively listening, without judgment, and reflecting back what they hear, leaders can better appreciate different perspectives, enabling more considerate decisions that strengthen engagement and productivity across the organization through improved emotional intelligence.

Lean Tip #3829 – Accept People As They Are

Real, profound, relationship-changing empathy starts with the acceptance that you’ll never fully understand others—and that understanding has nothing to do with acceptance. Humans are complex, affected by context, beliefs, background and culture. The best form of empathy is to not make assumptions; be supportive, ask questions and accept how people are. Recognize that each individual has a unique experience.

Lean Tip #3830 – Balance Empathy With Accountability

While empathy is essential, leaders must also maintain accountability. Empathy does not mean avoiding difficult conversations or shying away from tough decisions to avoid hurting someone's feelings. It means understanding and respecting their emotions, even during difficult conversations. Leaders should balance empathy and hold their team members responsible for their performance and actions.

Lean Tip #3831 – Emphasize Goal-Setting and Growth

To build trust with your team, your employees need to know that you're invested in their growth and success.

Fostering a true people-first culture in your workplace means understanding the individual goals of your team members and proactively helping them achieve those goals.

You chose your team because they are the best people for their jobs. Don't stunt their potential by leaving them stagnant. Instead, show that you're just as interested in helping them reach their goals as they are.

You can show investment in your team members by prioritizing goal-setting and providing learning opportunities. Encourage them to set at least one long-term goal, and make yourself available to discuss their goals with them, especially if they're unsure about what goals to set.

To support them in achieving this goal, you can provide resources like leadership training opportunities or time to meet with another manager at the company to ask questions about the role.

Lean Tip #3832 – Develop a Feedback-Based Culture

Good communication is pivotal when developing a trust-based culture in your workplace, and it goes both ways.

Not only is it important to establish a feedback system that allows leaders to communicate with employees, but there also needs to be a well-established process for employees to give feedback to leaders.

Implementing a defined system means setting clear expectations for when and how communication occurs regarding performance feedback. This means employees won't feel blindsided by receiving unexpected or unsolicited feedback from leaders, and vice versa.

Further, when systems exist for employees to offer feedback to management, it can make them feel empowered and like their voice matters within the organization. This continual feedback loop is great for creating meaningful bonds and building the emotional trust. 

Lean Tip #3833 – Give Back With Recognition and Rewards

We all like to be recognized for our strengths and the value we bring to our teams. Recognizing positive workplace behaviors rewards employees who go above and beyond, while encouraging others to follow their example.

Implementing a praise or rewards system in your organization can be a great way to give back to your employees. You might issue public praise for employees who exceed their goals and use a reward system to incentivize your team to achieve.

Make sure the criteria to qualify for these rewards are well-defined and all members of your team can benefit. Giving all employees in your organization equal opportunities to earn rewards for doing exceptional work is important for maintaining fairness.

Lean Tip #3834 – Empower Through Choices

To the extent possible, give your employees autonomy to make meaningful choices throughout the day. Micromanagement can make employees feel like you don't trust them to make decisions on their own.

Over time, it can wear employees down, damage workplace relationships, and even promote a toxic work culture that ultimately hurts everyone. Remember, trust goes both ways. You need to give it to earn it.

When you trust your employees to make decisions for themselves, you show trust and empower them to take initiative.

Trusting the decision-making capabilities of your team encourages them to make independent decisions that represent the best interests of themselves and the company.

To encourage autonomy, establish clear boundaries and expectations for your team. Ensure that all team members understand their roles and responsibilities and have well-defined production goals.

They’ll find creative solutions to problems, improve workflows, and develop new approaches to tasks that benefit the whole team.

Lean Tip #3835 – Demonstrate Gratitude

A little gratitude can go a long way. Find ways to show appreciation for your team members regularly. Simple gestures like thanking your employees for the work they do can build a more positive work environment.

Appreciation can have widespread effects on team member attitudes, feelings of emotional security, and trust in their supervisors.

For example, you can write individualized thank-you cards for members you supervise, distribute small rewards like snacks and gift cards, or simply send a brief message of appreciation to each member of your team.

The key is to be genuine and consistent. Don't save your praise for special occasions. Make sure your team knows you recognize and value the work they do every day.

Lean Tip #3836 – Build a Culture of Experimentation and Innovation

Create an open and inclusive workplace where employees feel safe to take risks and share their ideas. This doesn’t have to be a free for all; clear guidelines preserve accountability and help team members understand where they can take risks most effectively.

Trust is a prerequisite for a culture of experimentation. You want the workforce to feel safe raising ideas that could help the business while giving and receiving constructive feedback alongside their colleagues.

Not every idea will be explored further, and that’s OK. Give employees the opportunity to refine their ideas and test them safely during the flow of work. Use these experiments as a chance to learn and improve. Giving this type of autonomy builds engagement and encourages innovation while reinforcing accountability.

Lean Tip #3837 – Prioritize Performance Outcomes

When you manage based on work outcomes, leaders can save time and encourage autonomy. This starts by training managers to help employees set effective goals that drive their performance and align with the business strategy.

Once goals are set, employees need the right necessary resources and tools to complete their tasks and make progress. Train managers to provide regular feedback that helps employees measure progress and make adjustments, rather than nitpicking or micromanaging them.

When granting employees autonomy to work how they work best, promote transparency through regular check-ins with managers. These conversations empower managers to understand how their employees are doing, intervene when necessary, and remove roadblocks.

Lean Tip #3838 – Empower Decision-Making Authority

One way to create collaboration and bottom-up innovation in your teams is by empowering employees with decision-making authority. Because they aren’t looking to leaders for all the answers, employees can think critically, suggest possible solutions to workplace problems, and experiment with them.

Extend this to daily tasks by letting employees exercise their judgment whenever possible. You can still have rules, processes, and templates for how work is best performed. But within those structures, encourage employees to identify situations where a deviation from ‌standard practice could be more effective.

Lean Tip #3839 – Allow Employees to Manage their Own Workloads

Empower employees to organize and prioritize their tasks, as they meet goals, deadlines, and productivity levels. This autonomy can include the timing and order of tasks, when to break down large tasks into components, and how to allocate their time and resources.

When managers give their reports freedom to manage their workload, they encourage smart planning, time management, and ownership. As employees find a structure and cadence that works for them, they ‌become more engaged and productive. This approach might even prevent employee burnout because workers are in charge of how and when they work. This furthers the cycle of job satisfaction, pride, and employer loyalty. 

Lean Tip #3840 – Reward Autonomous Work and Behaviors

Recognizing and rewarding successful autonomous work and behaviors can provide a sense of accomplishment for ‌employees, as well as serve as an incentive for others. Rewards can include bonuses and public and private recognition, depending on the context and the employee’s preferences.

Employees will repeat behaviors that they believe are valued by the organization. When HR leaders recognize hard work, they also cultivate a culture that encourages autonomy within the workplace.