Leadership is evolving and so is team building, and if you are currently struggling with building a formidable team that combines good rapport with high productivity, then some tips here.
As an employer or a manager, you will need more than your fair share of the employment laws and procedures to gain a high amount of loyalty from your team members, retain staff long term and get the quota of productivity your organization requires for significant progress and growth.
Most times employees believe that, all there is to work is to deliver their services based on the reach of their remuneration and sometimes, fully satisfying their job description, which more often than not leave the management and staff members on competing sides.
As a leader in this current climate, understanding that putting a more human face into work relationships, by extending to your team members that they are just not a set of number tools, can help you achieve greater results not just as an individual needing those results to boost your success and work accomplishments, but also as a leader impacting others positively and professionally, while raising the status quo for the organization, generally.
To help you gain loyalty from team members, increase productivity levels and reduce stress for yourself, imbibe these statements of empathy when conversations ensue, either during supervisions, while assessing performance, giving or receiving performance or any other situations, where necessary.
These empathy statements show that you are an effective leader, who knows the value of building a formidable team.
1. “If I were in your position, I bet I’d have the same concerns.”
Instead of telling a team member that it’s okay for them to have taken a particular stance, you can demonstrate greater resonance by saying, “If I were in your position, I bet I’d have the same concerns.”
It simply shows that they are not alone in their world and that they are only being human. This does not however mean that you completely agree with them, it only just puts you in a better stead to chip in what you think they could have done differently, if any. By validating their concerns before giving a well-worn rebuttal or solution, you’ll build trust and rapport.
2. “So, if I’m hearing you correctly, you’re saying …”
As a leader or manager, you should work this phrase into every conversation you have with team members, because too often, situations of miscommunication and misinterpretation occur, leading to emails being fired forth and back for clarification after statements have been physically and verbally made. Other times, managers hear important questions that they assume they’ve understood, and forge ahead with an answer that may or may not be giving your team members the information they need.
3. “How can I make this process easier for you?”
This statement simply shows that you don’t only care about performance and results, but of course how to make the process less tedious for workers. This goes beyond just expecting team members to meet deadlines, but instead, helping them meet deadlines. Most importantly, it makes team members feel supported in carrying out their tasks.
4. “Thank you for staying so positive.”
There are times when an individual team member may be facing a difficult situation either at work or at home, yet putting in every effort to stand out a work. When situations like this arise and you’re aware of it, you will gain trust and loyalty for giving little support just by saying words like these to the team member. Sometimes, the organization may go through some rocky times, yet some amazing members of the team will continuously work hard, hoping to help the organization overcome the difficulties. At such times, acknowledging their support and hard work by saying these words can be that you need, to retain them for longer, because they’ll appreciate you’ve noticed the difficult position they’re in, and you’ll encourage them to continue dealing with it constructively.
5. “How am I doing so far? Could there be any other way I can be of help?
This question is not only to find out if you are truly making the impacts you should be making, it can also shed light on areas of development you may not have thought of.
To really make this question have a strong impact, also ask your team members if you’re providing value to them. It’ll surprise and delight your team members and serve as an indicator of success for you.
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