It all starts with relationships.
We are social beings, it's our nature. This doesn’t stop at work. At work, Gallup found we are 43% more likely to receive praise for the quality of our work, produce better work, if we have a best friend at work. People may get hung up on the word “best friend” but good outcomes result from good relationships.
Having good relationships with your team can not only increase their production and quality, but increases overall job satisfaction, morale and work ethic. A good relationship can be life or career changing.
Solid relationships with your team is what moves a manager to a leader. A manager is a defined reporting structure, but a leader is who people choose to follow.
Having good relationships with your team can not only increase their production and quality, but increases overall job satisfaction, morale and work ethic. A good relationship can be life or career changing.
Solid relationships with your team is what moves a manager to a leader. A manager is a defined reporting structure, but a leader is who people choose to follow.
Building Strong Relationship:
Set regular times to have real conversations.
Set recurring events
Block regular periods of time, monthly or bi-weekly whatever feels right. By knowing you have this dedicated time your employee is also less likely to interrupt you with issues in between. Honoring this time also helps your employee feel connected and valued. This is a two way street, you must also honor this time and show up--being late will create frustration the the time isnt valued.
Block regular periods of time, monthly or bi-weekly whatever feels right. By knowing you have this dedicated time your employee is also less likely to interrupt you with issues in between. Honoring this time also helps your employee feel connected and valued. This is a two way street, you must also honor this time and show up--being late will create frustration the the time isnt valued.
Come prepared and be present
Shift mindsets from the “to do list” to a real opportunity to connect and make a difference in their life. To better prepare, review notes from the last time you connected, wins to celebrate and opportunities for constructive feedback. Always start off on a positive note by celebrating wins.
Shift mindsets from the “to do list” to a real opportunity to connect and make a difference in their life. To better prepare, review notes from the last time you connected, wins to celebrate and opportunities for constructive feedback. Always start off on a positive note by celebrating wins.
Make time for human connection
Having a loose agenda to discuss projects, problems or sharing feedback helps hit on all the points. However, you should always allocate time to make a human connection and remember to check in on the things that matter.
This helps you as the manager understand macro factors that impact work. Are they distracted by a family issue and need flexibility and support, or really excited about getting a new puppy and may be a little scattered. By remembering the things that matter, showing up as a human and supporting them make a world of difference.
Utilize a notebook or personal CRM . But make an effort to remember the details and support them.
Having a loose agenda to discuss projects, problems or sharing feedback helps hit on all the points. However, you should always allocate time to make a human connection and remember to check in on the things that matter.
This helps you as the manager understand macro factors that impact work. Are they distracted by a family issue and need flexibility and support, or really excited about getting a new puppy and may be a little scattered. By remembering the things that matter, showing up as a human and supporting them make a world of difference.
Utilize a notebook or personal CRM . But make an effort to remember the details and support them.
Help them achieve greatness.
Understanding where your report wants to grow, what challenges they need help with give you the manager your action items.
If they want to grow a specific skill, say public speaking, find them a project or venue for that and provide coaching along the way. If you give them an opportunity to work on a skill set they want to grow in you will not only get more engagement but potentially a more creative solution.
Employees are less likely to leave a company if they are growing, learning and feel valued. You can do all of this by creatively allocating projects, tasks and opportunities to your team. This is how you go from playing checkers to chess as a leader.
It may help to physically write down strengths and interests next to the projects outstanding. From there you can allocate work based on strengths for urgent or ultra important work, and interests on more flexible projects.
If they want to grow a specific skill, say public speaking, find them a project or venue for that and provide coaching along the way. If you give them an opportunity to work on a skill set they want to grow in you will not only get more engagement but potentially a more creative solution.
Employees are less likely to leave a company if they are growing, learning and feel valued. You can do all of this by creatively allocating projects, tasks and opportunities to your team. This is how you go from playing checkers to chess as a leader.
It may help to physically write down strengths and interests next to the projects outstanding. From there you can allocate work based on strengths for urgent or ultra important work, and interests on more flexible projects.
Share credit and accomplishments.
Make sure to share the spotlight. Nothing can be more damaging than the perception that you are taking credit for their work. However, shining the spotlight on them for the work they did only helps show you recognize and appreciate them.
If it is their idea, recognize it. If they spend many hours and creativity on a project, recognize it. This does not steal your thunder as a manager or contributor. Your team is a direct reflection on who you are as a leader. Letting them shine only looks better on you while helping to create your legacy.
If it is their idea, recognize it. If they spend many hours and creativity on a project, recognize it. This does not steal your thunder as a manager or contributor. Your team is a direct reflection on who you are as a leader. Letting them shine only looks better on you while helping to create your legacy.
Listen and advance ideas.
Being a leader does not mean having all the answers. Instead you lead others to help come up with creative solutions to problems. Think of this as crowdsourcing. Listen to your reports ideas and challenge them. Propose problems you are facing or evaluating and listen to how they might solve them.
You may not always take their suggestion or idea, but making them feel heard and valued is key. If you have to take a decision in the other direction, making them feel like they had an input will make them feel better with the end result.
You may not always take their suggestion or idea, but making them feel heard and valued is key. If you have to take a decision in the other direction, making them feel like they had an input will make them feel better with the end result.
Popple to help
Keeping track of all of the relationships you manage cross departmentally, on your team and upwards is tough. Popple helps you keep track of the details that matter to build trust with your team and deepen human connections.
Popple offers notes to remember the little things and pick up where you left off. Popple also has custom and recurring reminders to help with follow up and remembering to water your relationship garden.
Let us help you be a better leader.
Popple offers notes to remember the little things and pick up where you left off. Popple also has custom and recurring reminders to help with follow up and remembering to water your relationship garden.
Let us help you be a better leader.