I recently read a quote by Thich Nhat Hanh that resonated with me: “When you plant lettuce, if it does not grow well, you don’t blame the lettuce. You look for reasons it is not doing well. It may need fertilizer, or more water, or less sun. You never blame the lettuce.”
This quote appeals to the gardener in me. When a tomato plant is not doing well, it’s important to look at the underlying conditions that might be causing it to fail. You measure the amount of water in the soil or you evaluate the nutrients you are giving to the plant. There is almost always an underlying issue.
This lesson can also be applied in the workplace.
Too often, people who would otherwise be successful at work are failing. They are smart and capable. They care about the work they’re doing. And yet, something isn’t coming together.
As a manager, you might look at a troubled employee and feel frustration. You might blame them for what you perceive to be as goofing off or not caring about their work. Yet, this is rarely the solution.
If you’re willing to listen, there is almost always something else going on. That said, it is important to enter these conversations with care and with an open mind. Getting real feedback involves trust.
If an employee will let you in, they will share specific details that are often within our control as leaders. It’s possible that the person does not feel they have the autonomy needed to make decisions. Or, they do not know the overall company vision and goals.
They may be having a difficult time understanding how their work fits into the larger picture. It could be the case that the employee feels they have competing priorities that are difficult to prioritize.
Perhaps the employee struggles with change. Or, maybe they don’t feel that their strengths are valued at work.
Whatever the reason, there is very likely an actual reason. Few people want to get up each day and feel useless at work. Not everyone is ambitious or highly career oriented, but most people do have some sense of pride in what they do. No one wants to fail.
It’s easy to blame a problem employee. Many managers are happy to put someone on the company off-ramp at the first sign of problems.
But that is very often a mistake. Talk to any human resources manager. They will share how often they see managers get rid of good people because they’re unable to look in the mirror.
It could be argued that finding a new employee is significantly more work than successfully retaining an existing one. Every employee has needs that must be met in order for them to perform well.
Whether it’s a current employee or one you’ll hire in the future, don’t blame the lettuce.
Angela Copeland, a leadership and career expert, can be reached at copelandcoaching.com.