Why people chose the Band-aid approach for problem solving
How often have you moved into a new role at work only to discover the mountain of issues left by your predecessor? Human’s are a very predictable species. The saying “an easier, softer way” can be used to define human behavior. In spite of knowing what we “should” do, we frequently default to an ineffective and less conflictual approach. Just grab a Band-aid and cover of the infected wound…that will never healed.
The band-aid covers up the problem…sort of. And perhaps it dulls the ache of the problem…sort of. But sometimes you need to move beyond the makeshift, temporary solution. You need to face the deeper problem, refuse a pseudo remedy, and start working on a real and lasting solution.
The band-aid occurs in all industries, not just healthcare or senior care. The band-aid also happens in all parts of life because we all have relationships. As new generations arrive, parenting styles also emerge and influence relationship styles. Observable differences exist when children are raised by Traditionalists, Baby Boomers and Generation Xer’s. These styles can significantly influence how people learn to address relationship issues. Whether highly conflictual, conflict avoidant, anxious or openly communicative, these styles will spill over to relationships in the workplace and how issues will be addressed….or not.
What band-aids exist at work?
A senior manager is planning to retire in 6 months. They don’t show up on time for work, is late for meetings, fails to reach deadlines and doesn’t discipline the employees they manage. The band-aids; the senior manager’s boss responds by increasing their own workload to cover the incomplete work. They also tell other employees to disregard their negligent behavior as they are going to be leaving the workplace in 6 months.
An employee who is the only employee who fills the cultural diversity requirement and behaves erradically toward other employees. They are not completing their work requirements. They take excessive work time off. The band aid: The manager dismisses the behavior, covers up for the employee and refuses to discipline the employee.
An elderly employee who has been at the workplace for over 25 years and is struggling to learn new technology. They consistently miss deadlines. The band aid: the co-workers cover up for the employee by increasing their workloads. The manager moves the person to a less demanding role but keeps their job status and salary the same.
Consequences caused by band-aids
In an earlier blog entry, I described employee engagement, disengagement and highlighted how they impact the workplace. Band-aids are chief contributors of employee disengagement. They will slowly erode employee morale. I have always said to managers that employees talk. The employee will gradually grow to disrespect their manager, they will fail to meet their own job requirements because they know consequences are unlikely, they won’t feel motivated to work as a team member, and they will create chaos and drama as they growly actively disengaged.
There is a psychological term called learned helplessness which occurs when there are power shifts in relationships. A controlling person who won’t permit another person (possibly a parent and child) to experience challenges. They rescue them, hover over the person and attempt to protect them for feeling discomfort.
Poor parenting can contribute significantly to learned helplessness in children by shaping their beliefs about their own capabilities and their control over life situations. Parenting styles and behaviors that undermine a child’s sense of autonomy, competence, or self-worth can lead to feelings of powerlessness and the perception that efforts to change outcomes are futile.
Unfortunately, we can’t screen employees for these issues prior to employment, however it’s essential for employers to know they exist and why. Employers are not responsible for the mental health interventions for the issues employees introduce in the workplace. Utilizing Employee Assistance Professionals for coaching can short term focused counseling can effectively introduce strategies for employees whose behaviors are interfering with workplace relationships.
Solutions vs band-aids
Solution-Oriented Approach: When an employees resigns, conducting exit interviews and surveys can help to identify root causes such as poor management, lack of career growth, or burnout. In doing so, an employer can implement long-term strategies like leadership training, clear career pathways, and workload adjustments.
Solution-Oriented Approach: Employers need to consider implementing a unified communication platform (e.g., Slack, Microsoft Teams) to centralize discussions and ensure clarity. All team members need to be trained on effective communication as well as setting standards for responsiveness and updates.
Solution-Oriented Approach: Analyzing feedback to identify common issues with the product or service is essential. Collaborate with product development or service teams to address design flaws, streamline processes, or improve quality, resulting in fewer complaints.
Ongoing management training and new employee training must occur to assure issues are addressed and solved versus the perpetual cycle of avoiding issues and applying band-aids only for issues to escalate over time.
In Conclusion:
Hopefully this brief article has introduced the concept of band-aids in the workplace so you are able to identify those present in your workplace. There are many interventions and solutions in addition to the few highlighted in our blog article. If you are dealing with any of these issues at work and feeling confused about how to address them, give me a call for a free 15 minute consultation @ 440-212-4987.