When employees
collectively work toward solving problems, it builds a team environment,
encourages collaborative effort and prompts staffers to have a vested interest
in making your company stronger. Problem solving can also create stronger bonds
between colleagues and improve the overall workplace dynamic.

Encourage
problem-solving by forming employee committees, think tanks and representative
groups that contribute departmental feedback to the upper echelons of
management. This type of approach helps employees see their input and opinion
is valued, respected and sought after. Not only will staffers start taking a
more significant interest in problem solving and making the company successful,
management will also benefit from getting feedback from frontline employees.

Don’t be tied
down by stagnant processes or ways of thinking. Promote a philosophy of being
open to change and suggestions from employees. Host brainstorming sessions and
encourage staffers to voice their opinions and bring new ideas to the table
without fear or judgment. Institute a system where employees from all levels
can bring new concepts to management, and reward forward-thinking initiatives.

Great managers
appreciate the different perspectives their team members bring to the table and
create balanced workspaces. They set the expectation that everyone on the team
helps one another, values one another, and will work together to accomplish
team goals.

Employees need
the freedom and authority to solve problems that relate to their work. Encourage
increased levels of problem-solving among employees by providing training on
problem-solving best practices in your industry. Today’s workers want training
that helps them advance their knowledge and career.

When your
employees feel confident in their ability to solve problems, as well as their
manager’s confidence in them to ask questions and solve problems, the
organization and the individual benefits, and you, as their manager, have more
time to work on what you want to get done.