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How can you encourage your team to share their needs and preferences?

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As a servant leader, you want to create a positive and supportive work environment for your team. One of the ways to do that is to encourage your team to share their needs and preferences with you and with each other. This can help you tailor your leadership style, allocate resources, resolve conflicts, and foster collaboration. But how can you make your team feel comfortable and confident to express their needs and preferences? Here are some tips to try.

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1 Build trust and rapport

The first step is to build trust and rapport with your team members. This means showing genuine interest in them as individuals, not just as employees. Ask them about their goals, passions, strengths, and challenges. Listen attentively and empathetically to their stories, feedback, and concerns. Appreciate their contributions and achievements. Recognize their efforts and celebrate their successes. Be honest, transparent, and consistent in your communication and actions. Show them that you care about them and respect them.

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Becca Mulloy, M.Ed.

? Career Transition Specialist | ?? Military, Veteran, & Spouse Advocate | Educating Jobseekers About Career Development Techniques??
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You can’t build trust without a foundation of rapport. Those that are hesitant to share about themselves may feel comfortable if you, the leader, share little pieces of information about yourself as well. It’s important that leaders remind the team that they are human too.

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2 Create a safe and inclusive space

The next step is to create a safe and inclusive space for your team to share their needs and preferences. This means setting clear and reasonable expectations, boundaries, and norms for the team. Establish a culture of openness, honesty, and feedback. Encourage diversity, equity, and inclusion. Avoid judgment, criticism, and blame. Provide support, guidance, and resources. Model vulnerability, humility, and curiosity. Invite questions, suggestions, and opinions. Make it clear that you value their input and perspective.

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Ashley Dougherty

Nonprofit Operations, Solutions, & Program Management
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Make the team part of the plan Each team member can act as a subject matter expert. If they believe in the vision and mission, they become part of building toward the goal. They take ownership of mistakes and pride in success. If there's flexibility to be human, to ask questions, to prioritize themselves and their families, the space becomes a safe place to share concerns, disagree, and think out loud. It becomes somewhere they can feel like not only are they valued as a human and professional but as a respected individual who will be supported in career and personal growth.

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3 Ask open-ended and specific questions

The third step is to ask open-ended and specific questions to elicit your team's needs and preferences. This means using questions that start with who, what, when, where, why, and how. Avoid yes or no questions or leading questions that imply a desired answer. Ask questions that are relevant, meaningful, and purposeful. For example, you can ask them how they prefer to communicate, collaborate, learn, and work. You can ask them what they need from you, from each other, and from the organization. You can ask them what they like and dislike about their current situation, and what they would like to change or improve.

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Becca Mulloy, M.Ed.

? Career Transition Specialist | ?? Military, Veteran, & Spouse Advocate | Educating Jobseekers About Career Development Techniques??
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It’s also beneficial to ask employees how they feel valued. Some may prefer a shout out, while others are excited by small rewards/incentives.

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4 Listen actively and respectfully

The fourth step is to listen actively and respectfully to your team's needs and preferences. This means paying attention to their words, tone, body language, and emotions. Avoid interrupting, distracting, or dismissing them. Show interest, engagement, and empathy. Paraphrase, summarize, and clarify what they say. Ask follow-up questions and probe deeper. Acknowledge their feelings and validate their experiences. Express gratitude and appreciation for their sharing. Avoid giving unsolicited advice or solutions unless they ask for them.

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Tasha Smith MHR

HR Director | Risk Placement Services
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We have a natural tendency as humans to listen to respond vs. to understand. Make a conscious effort to notice when those "response" or "problem solver" thoughts occur and let them go without verbalizing. I've found that setting an intention of curiosity before a listening meeting sets me up to gather information and actively listen vs. my mind reacting in problem solver mode.

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5 Respond appropriately and effectively

The fifth step is to respond appropriately and effectively to your team's needs and preferences. This means taking action based on what you hear and learn from them. Align your leadership style, communication style, and feedback style with their needs and preferences. Provide them with the resources, tools, and support they need. Address any issues, challenges, or conflicts that arise. Facilitate collaboration and cooperation among team members. Empower them to make decisions and take ownership of their work. Follow up and check in with them regularly. Measure and monitor their progress and satisfaction.

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6 Encourage peer-to-peer sharing

The final step is to encourage peer-to-peer sharing of needs and preferences among your team members. This means creating opportunities and platforms for your team to interact, communicate, and connect with each other. Organize team-building activities, social events, and informal chats. Promote a sense of belonging, camaraderie, and fun. Encourage feedback, recognition, and appreciation among team members. Foster a learning and growth mindset. Celebrate diversity and leverage the strengths and talents of each team member.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Tasha Smith MHR

HR Director | Risk Placement Services
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Prior to implementing these tips, it's important for leaders to check in with themselves as well. To truly be able to build trust and create safe spaces, we as leaders need to be honest about the experience we are having in our workplace. Taking some time to sit in silent reflection about your preferences and needs can help you authentically communicate on this topic to your team. This can lead you to discover personal examples to help deeper connect with your team, letting them know why you feel it is important to put energy into understanding their preferences and what some of yours are.

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How can you encourage your team to share their needs and preferences?

1

2

3

4

5

6

7

1 Build trust and rapport

2 Create a safe and inclusive space

3 Ask open-ended and specific questions

4 Listen actively and respectfully

5 Respond appropriately and effectively

6 Encourage peer-to-peer sharing

7 Here’s what else to consider

Servant Leadership

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How can you encourage your team to share their needs and preferences?

1

2

3

4

5

6

7

1 Build trust and rapport

2 Create a safe and inclusive space

3 Ask open-ended and specific questions

4 Listen actively and respectfully

5 Respond appropriately and effectively

6 Encourage peer-to-peer sharing

7 Here’s what else to consider

Servant Leadership

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