Who hasn’t heard “let’s see that” and waited? This article unravels the impact of these empty promises in the corporate environment.
What we will see in this article
The Origins of “Let’s See It”
It’s a common scene in the workplace: a request is made, an idea is suggested, and the response is a “we’ll see about that” which, in practice, means an indefinite postponement.
This attitude can arise for various reasons: work overload, lack of interest in the subject, or even a strategy to avoid conflict.
The problem is that these promises are often never kept, creating a cycle of mistrust and demotivation in the team.
The Impact on the Workplace
When “we’ll see about that” becomes habitual, the working environment suffers. The team perceives that their suggestions and demands are not taken seriously, which can result in demotivation and a drop in productivity.
In addition, this practice can create a culture of non-commitment, where it is normal not to deliver what is promised, affecting trust between team members and the leadership.
How to Break the Cycle
- Clear communication: If something can’t be done, it’s best to communicate clearly.
- Set deadlines: Instead of a “we’ll see”, set a realistic deadline.
- Constant feedback: Keep the dialog open, giving feedback on demands.
Let’s See It in the Digital Age
In an increasingly fast-paced and digital world, “let’s see it” is taking on new contours.
With communication taking place through countless channels, such as emails, chats and videoconferences, empty promises can proliferate even faster and in a more impersonal way.
This intensifies the need for clear follow-up and feedback mechanisms to prevent commitments from being lost in digital limbo.
Recognizing and Avoiding the Trap
It’s crucial for any professional to be able to recognize when they’re falling into the “let’s see this” trap. This involves an honest self-analysis of how we deal with demands and commitments.
To avoid this trap, some strategies can be: personal organization, use of task management tools, and training in assertive communication.
Practical Examples and Their Consequences
|Employee suggests a new project
|We’ll see about that at the next meeting
|Employees feel undervalued and can become demotivated
|Customer asks for a product feature
|Let’s analyze the feasibility
|Customers feel they are not a priority and may look for competitors
|Staff ask for feedback on their performance
|Let’s set up a meeting for that
|The team feels insecure about its performance
Note: These empty promises may seem harmless, but they have a high cost for the corporate environment.
The article highlights the importance of clear and committed communication, suggesting practices for companies and professionals to avoid falling into the “let’s see what happens” trap.
The Power of an Honest “No”
Saying “no” can be difficult, but it’s often the most honest and respectful answer you can give. A clear and well-communicated “no” is much more valuable than a “let’s see” that leads nowhere.
It sets clear boundaries and allows people to adjust their expectations and plan accordingly. It is important that this “no” is accompanied by a sincere explanation, showing that there has been real consideration of the request or proposal.
Alternatives to ‘Let’s See It’
There are several ways to respond to a request or idea without resorting to “let’s see about that”. Some options include:
- “I need to check my schedule, but I’ll get back to you by [data]”
- “I think it’s a great idea, but we’re currently focused on [projeto atual]. We can re-evaluate this at [data futura]”
- “At the moment, we don’t have the resources for that, but I’ll keep it in mind for when we do”
These answers are clear and defined, and show respect for the other person’s time and idea, without falling into the trap of empty promises.
The long-term effect of empty promises
When “we’ll see about that” becomes the norm, it’s not just the mood of the team that is affected; the reputation of the company as a whole can be compromised.
Employees can become skeptical and disengaged, and the word of the leadership loses its value.
In the long term, this can affect talent retention, customer satisfaction and even the company’s position in the market.
Therefore, confronting and eliminating the habit of empty promises is an investment in the long-term health of the company.
Culture of Commitment: The Antithesis of Empty Promises
A culture of commitment is built through the constant practice of keeping one’s word, from small tasks to major projects. This involves:
- Open and honest communication: If something has changed, communicate it. If something can’t be done, explain it.
- Respect for other people’s time: If you said something would be ready by a certain date, do your best to stick to it.
- Responsibility: If something goes wrong, take responsibility instead of making excuses.
This culture is not created overnight, but it is the antidote to the “let’s see what happens” cycle that can paralyze a team or company.
Identifying and Breaking the Cycle of Empty Promises
The first step to breaking the cycle of empty promises is to identify when and why it occurs. Is it a pattern that emerges in stressful situations? Is it a by-product of avoiding conflict?
Once you have identified the triggers, you can work on strategies to break the cycle. Some tactics include:
- Self-awareness: Take note of how many times you say “let’s see this” and under what circumstances.
- Conscious pause: Before automatically responding with a “let’s see about that”, pause. Give yourself the space to think of a more concrete and meaningful answer.
- Set clear and real deadlines: If you really want to consider a request, give it a specific deadline.
These steps help cultivate a habit of more direct and honest communication, which is key to breaking the cycle of empty promises.
Turning “Let’s See It” into Growth Opportunities
Sometimes the “let’s see about that” is a sign that something deserves to be explored further, but not at the moment.
Instead of using it as a detour, you can turn this phrase into an opportunity for growth, both personally and professionally.
- Propose a follow-up: Instead of letting the conversation die with a “let’s see about that”, schedule a time to revisit the idea.
- Give constructive feedback: If something isn’t feasible at the moment, explain why and what could make it more attractive in the future.
- Mentoring or coaching: If the idea or request comes from a less experienced member of the team, use it as an opportunity for coaching or mentoring.
By turning “we’ll see about that” into opportunities for growth, this phrase stops being an empty promise and becomes a catalyst for development.
The frequent use of “we’ll see about that” with no intention of action can erode trust, team morale and company culture. Although it may seem like an easy and non-confrontational solution in the short term, in the long term it creates an environment where the word loses its value.
This article highlights the importance of communicating clearly and honestly, offering strategies for breaking the cycle of empty promises and turning them into real opportunities for commitment and growth.
By adopting these practices, leaders and teams can build a culture of integrity and responsibility that benefits all members of the organization.