{"id":475,"date":"2017-05-16T15:14:15","date_gmt":"2017-05-16T20:14:15","guid":{"rendered":"http:\/\/www.employco.com\/blog\/?p=475"},"modified":"2017-07-06T13:04:26","modified_gmt":"2017-07-06T18:04:26","slug":"managers-can-learn-steve-harvey-memo-fiasco","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2017\/05\/16\/managers-can-learn-steve-harvey-memo-fiasco\/","title":{"rendered":"What Managers Can Learn from the Steve Harvey Memo Fiasco"},"content":{"rendered":"

Human resources expert explains where Harvey went wrong, and how managers should confront problematic open-door policies<\/em><\/p>\n

\"\"Television host and comedian Steve Harvey has been lambasted in the media for his memo to employees, excerpts of which include \u201cDo not approach me in the makeup chair,\u201d \u201cDo not open my dressing room door,\u201d and \u201cI want the ambushing to stop now.\u201d<\/p>\n

Rob Wilson, human resources expert and President of Employco USA, says, \u201cPerhaps Harvey could have worded his memo a bit better, but he does raise a valid issue. An open-door policy is not applicable for every office environment, and for many workers, such as those with ADHD or other learning differences, constant, unplanned interruptions can really impede their ability to concentrate and get things done.\u201d<\/p>\n

Here, Wilson reveals some ideas for workers and managers who are struggling with this very same issue:<\/p>\n

Encourage employees to proceed with caution. <\/strong>\u201cOpen door policies can work depending on the company\u2019s culture, size, and if the executive\u2019s time allows for it.\u00a0 It helps to win employees\u2019 trust, and it makes the office feel more like a team and less like a dictatorship.\u00a0 However, when possible, it is more efficient to create a policy that encourages employees to bring issues, ideas and complaints to supervisors and lower-level managers before they head straight to the CEO. If a CEO is putting out small fires all day, they can\u2019t tend to the real work of running the firm.\u201d<\/p>\n

Schedule regular, ongoing meetings.<\/strong> \u201cIf allowing for open door policy is too disruptive, management should schedule ongoing meetings with different types of employees to ask for feedback and suggestions for improvement.\u201d<\/p>\n

<\/p>\n

Be careful about memos.<\/strong> \u201cSteve Harvey\u2019s important message got lost in the delivery (i.e. using lots of caps, saying security will remove employees, etc.) Instead, when sending an all-employee message: ask someone else to read it first, wait at least 1 day after being frustrated before communicating, and once it\u2019s sent, consider it permanent record. So ask yourself: Do I want this to be part of my workplace legend?\u201d<\/p>\n

Conduct town hall meetings to convey pre-rehearsed message.<\/strong> \u201cSpeaking in person often makes a tough message a little easier to swallow. Tone can get lost in a written message, and it allows for people to gossip amongst themselves and get worked up behind closed doors. But, if everyone is at the meeting and hears the message all at once, it loses potency as a gossip item and it\u2019s easier to make sure your tone and intent are understood.\u201d<\/p>\n

For more on this topic, please contact Rob Wilson at\u00a0rwilson@thewilsoncompanies.com<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

Human resources expert explains where Harvey went wrong, and how managers should confront problematic open-door policies Television host and comedian Steve Harvey has been lambasted in the media for his memo to employees, excerpts of which include \u201cDo not approach… <\/p>\n

Continue reading →<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[8],"tags":[],"class_list":["post-475","post","type-post","status-publish","format-standard","hentry","category-human-resources"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"\r\nWhat Managers Can Learn from the Steve Harvey Memo Fiasco - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2017\/05\/16\/managers-can-learn-steve-harvey-memo-fiasco\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"What Managers Can Learn from the Steve Harvey Memo Fiasco - 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