Rejecting worker ideas without creating hatred

Here are individuals and teams that continue to create unwanted ideas that border on folly as if they're testing management sincerity.

- REY ELBO

Exactly how do we manage ideas without making them feel we are too harsh in declining their work? — Quiet Fox.First rule of the game? Don't use unkind words, even if you've just received costly to implement or impractical suggestions. It’s difficult, but there’s always a way of deciding on each and every case by following certain guidelines that you’ve formulated when you started promoting, soliciting and receiving ideas.

If not, it’s not too late for you to adjust, change or even create new rules.

In today’s fast-paced business world, many dynamic organizations rely heavily on employee creativity and initiative. Chief executive officers know their managers can't do it alone. The solution depends much on the active contribution of an army of employee problem solvers.

Linus Pauling (1901-1994), one of the greatest scientists of the 20th century, said: “The best way to have a good idea is to have a lot of ideas.” In other words, quantity precedes quality. That also means tolerating silly ideas under certain limitations.

For people managers, the challenge is delicate: how can you reject ideas without discouraging future contributions or creating resentment among employees?

BALANCING ACT

You have to do it with a mix of empathy, transparency and strategic communication. Rejecting an idea need not be a negative experience. When handled correctly, it can strengthen trust, motivate employees to keep contributing and foster a culture of collaboration. Here are some key strategies to achieve that balancing act: