Q & A Table of Contents
It's Not Music To My Ears
From: Ken, Las Vegas, Nevada
Question: My company recently enacted a policy banning the use of music in the shop area. I am a big proponent of music as a motivator as well as aiding in employee morale.
I have been with the company a mere two years with many heads above me. It is rumored "troublemakers" within the company find it hard to advance regardless of their contributions or merit.
I have put together a report supporting my argument in favor of reinstating the shop music.
How do I go about presenting the information without shooting myself in the foot? No one else in the company (above me) is willing to support me physically, although in spirit they all claim to be behind me.
Response: Before you present any information to your superiors, it would be wise to do a little investigating: What led to the banning of music? Did it relate to a particular incident, the concerns of a particular person in authority, or a reasoned conclusion about how customers react to the environment in the shop area. For example, in some businesses, customers' reactions to employee dress, smoking, or other aesthetic issues may dictate the rules that are set for employee behavior. Sometimes safety or insurance issues are critical elements in making such decisions.
Asking questions of superiors can be a gentle, non-boat-rocking way to learn what is possible: "I'm kind of curious; when I first came to work here music was allowed in the shop area but now it isn't. What can you tell me about how that change came about?"
People have varying musical tastes; some may prefer Country, some Rap, and others might like Easy Listening. And some folks may genuinely prefer none at all.
Your indication that none of your fellow employees will join you in taking any concerted action should give you a sense of the overall atmosphere regarding who calls the shots. If they agree with you but won't lift a finger to help, you should get the message loud and clear.
While I suspect it would be unwise from a safety perspective, perhaps you could find out whether the management would allow employees to use personal music players that cannot be heard by anyone else. This, too, should be raised as a question if, and only if, you find that the opposition to music is not so absolute that it pushes a dangerous hot button.
If you can't work in a music-free environment, you may want to look at your BATNA (Best Alternative To a Negotiated Agreement) and see whether you might be better off in a different workplace. Once you have a clear sense of the choices you can make, then knowing more about the wisdom of rocking the boat should govern your actions.
Good luck,
Steve
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