They may not tell their managers, supervisors or leaders but they will talk about it with others in the pub, the coffee shop, or at the water cooler, or some other place where it is safe to moan.
It is the work of a good leader to give people a safe place to express these problems in an environment where they can be dealt with. It is the leaders responsibility to listen, understand and see what can be done.
It doesn’t mean it is the leaders responsibility to do something about it. They may decide they need to act, but more often it is their responsibility to ensure the people facing these problems can act to solve them.
All too often people think “nothing can be done” so they moan about it to one another in the pub and absolve themselves from fixing it. Sometimes they don’t feel they can fix it, sometimes they don’t think they are allowed to fix it. In an enabled organization you want people to fix the problems as and when they find them.
I think it was Gerry Weinberg (Secrets of Consulting, 1985) who pointed out that problems can’t survive in the light of day. Once a problem is brought out into the light – or named as Gerry puts it – then your half way to fixing it.
The second half is more difficult: you have to want to fix the problem.
All too often people don’t actually want to fix the problem. Maybe they are scared of the solution, or maybe they fear the consequences of fixing it, or maybe one of many other reasons.