Why employees should offer solutions

From a posting in a discussion thread:

I strongly object to the premise that I need to present solutions to my managers when I present problems. I probably don’t know the solution most of the time and that’s why I bumped it up to begin with. It’s very dangerous for managers to insist that employees have a solution before presenting a problem. If I don’t have a solution, I can’t present the problem? Talk about stupid management! Managers wouldn’t hear most of what they need to know.

Bob says:

So here’s a question: If you don’t know the solution, are you sure you’re identifying a problem and not a fact? The difference is that problems can be solved; facts can’t.

Here’s another question: Who is supposed to delegate to whom? Managers who allow staff to bring them problems without any suggestions for how to solve it are allowing their staff to delegate work to them. It’s supposed to work the other way.

The problem with identifying problems without suggesting solutions is that the difference between identifying problems and complaining is paper thin. It’s a waste of time and energy.

There is a distinction worth making. The way to make it isn’t to bring problems to your manager and figure you’ve done something useful, though. Consider the difference between, “Boss, we have a problem. There’s smoke pouring out of one of our database servers. Hey, don’t thank me! Bye,” and “Boss, we have a problem. There’s smoke pouring out of one of our database servers and I’m not sure what to do about it. Got a minute?”

In one case, you’re interested in solving the problem. In the other you aren’t. Should that be a requirement? Maybe not, but put yourself in your manager’s chair and ask yourself this: Given a choice between two employees, one who offers problems and one who tries to solve them, too, which one will you hire, give larger raises to, and promote?

– Bob

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