As a manager, you want your team to feel valued and respected at work. This is not only good for their well-being, but also for their performance, motivation, and loyalty. But how can you ensure that your team feels appreciated and heard, especially in a remote or hybrid setting? Here are some tips to help you create a positive and supportive work environment for your team.
Communication is key to building trust and rapport with your team. You should communicate regularly and clearly with your team, both individually and collectively, to share feedback, expectations, goals, and updates. You should also encourage your team to communicate with you and each other, and listen to their ideas, concerns, and suggestions. Use various channels and formats, such as video calls, emails, chats, and surveys, to suit different preferences and situations.
I do believe out of experience that remote work and onsite work would have the same dynamics when it comes to keeping your team motivated, valued and respected I would summarize the methodology to achieve that in the following steps and in the following order as well starting from the highest priority first 1- Communicate often and always be genuine with the team, not being transparent will deter any progress of the below 2- Provide them with the platform and space to address their concerns, discuss it thoroughly and try to implement solutions where applicable 3-Collect feedback in a structured manner and keep engaging them in the decision making process 4- discuss their progress and future 5- Reward for achievements Regards, Eyad
Be patient and let your team work. Don’t always step in and have all the answers. Also be intentional and communicate to the individuals and cultivate a culture of engagement and trust. Without confidence in what you have to offer, it will be wasted and the team will suffer.
Share feedback, expectations, goals, and updates with your team both individually and collectively and celebrate wins together. Be humble, honest and open to learn from each other, say thank you, please, and I am sorry, my mistake. Be human and humane, and a pleasant human being to be around yet able to enforce boundaries with a solid sense of who you are and what you stand for. Remember that everyone wants to feel valued, seen, heard, appreciated, and respected.
Actively listen. Incorporate what they are saying and ensure they know you have heard. What they have said. One way communication is a lose lose for all. People want to know you are listening and value their input. If they don’t feel heard they will shut down. Help your team shine bright. You succeed and or fail as a team.
One key responsibility of the manager is to provide context - the institutional vision, the departmental thinking and what management expects to accomplish. When the manager starts providing that, the team becomes mature and understands the connection between the work at hand and how it impacts the organization / department. Managers who do this then can expect the team to work extra hard during difficult times.
Recognizing and rewarding your team's achievements is a great way to show them that you value and respect their work. You should celebrate both individual and team successes, and acknowledge the efforts and contributions of each member. You can use different types of rewards, such as praise, recognition, bonuses, incentives, or opportunities, to suit different needs and preferences. You should also be specific and timely with your recognition and rewards, and tailor them to the context and the person.
Lead by example. Demonstrate respect and appreciation for your team members through your own behavior. Treat everyone with courtesy and professionalism, and show gratitude for their contributions.
Consider the "digital Gap"- working virtually, across geographies, time zones. This new setup requires -the social Glue! Start making teams to feel included. Do the hard work of knowing your team personally and share (sharable) good news or topics of interest of individuals! Periodically for the first 10 mins- bring up a hobby of any 1 individual to start a conversation. Let people connect on common interests within teams! Try above and thank me later!
Recognizing and rewarding achievements is not just a management duty but an opportunity to express gratitude and create a positive work atmosphere. I believe in celebrating not only the team's accomplishments as a whole but also individual successes. Each team member plays a unique role, and acknowledging their efforts is essential. I am friendly, and I value showing appreciation with a positive vibe in every interaction. It's important to be specific and timely with recognition, ensuring that it aligns with the context and the individual's preferences. Whether it's through praise, bonuses, or other incentives, the aim is to make each team member feel valued and motivated to continue delivering their best.
One thing I find helpful is to understand what matters to the individual members of your team. For example, what do they value. Some people might value time off, while others might value development and training. Understanding what matters to each member of the team allows for the reward program to be tailored. As a result, team members will feel valued.
In all my years, I have found that a simple "thank you" for your contribution goes a long way. I have heard employees say they feel underappreciated and unvalued. We started to incorporate employee of the month and special awards during our staff meetings. One thing that resonated with me is a small thank you card I received from my boss one time. It meant the world. It was the thought behind it. I decided to incorporate it in the future with my employees.
Providing support and development to your team is another way to show them that you value and respect their growth and potential. You should provide your team with the resources, tools, and guidance they need to do their work effectively and efficiently. You should also offer your team opportunities to learn new skills, take on new challenges, and advance their careers. You should also be supportive and empathetic when your team faces difficulties or setbacks, and help them overcome them.
An example I’ve seen is introducing team members to others within the organization to put them in a position to ask for mentoring opportunities. The best way to grow is to be in touch with people that are where you want to be, and sometimes we need to be humble enough and accept that those people are maybe not us. Whether in terms of division or knowledge, we should help people develop the skills they are most passionate about.
Recognition can include simple things like stopping at someone’s desk and thanking them or taking the key contributor for a coffee. And of course, always use these opportunities to get to know the employees motivations - hobbies, family, etc.
Every individual within the team is not just a resource but a unique human with aspirations for personal and professional growth. Providing support and development is a fundamental aspect of effective leadership. It means equipping the team with the necessary resources and guidance to excel in their roles. I strongly believe in offering opportunities for continuous learning and skill development, allowing team members to take on new challenges and advance in their careers. I approach difficulties with empathy and willingness to assist the team in overcoming obstacles. Recognizing that each team member has their own journey and ambitions, I am committed to nurturing their potential, ensuring they feel valued and empowered in their roles.
Providing support and development is key. Mentorship is keyword. The words to avoid is ‘ you figure it out’ . Mentorship does not mean giving solutions before hand but it is about brainstorming and helping them come to a conclusion (Initially). This way they understand the process and structure for getting solutions. It also helps the mentors understand on ground complexity and solves the major challenge the team has, which is ‘ They ( CXO / Team leaders) don’t understand the on ground realities’
Encouraging collaboration and feedback among your team is a way to show them that you value and respect their opinions and perspectives. You should foster a culture of teamwork and cooperation, where your team can work together, share ideas, and solve problems. You should also promote a culture of feedback, where your team can give and receive constructive and honest feedback, both from you and from each other. You should also act on the feedback you receive, and show your team that you are open to learning and improving.
One thing I learned in all my years of management is that feeling like you are contributing is important when building a solid team. When I worked in news at a research project we held editorial meetings, where we all contributed ideas for the day. We never looked down upon an idea and that made people feel comfortable about contributing.
Respecting diversity and inclusion in your team is a way to show them that you value and respect their differences and similarities. You should embrace and celebrate the diversity of your team, in terms of their backgrounds, experiences, identities, and preferences. You should also ensure that your team feels included and respected, in terms of their opportunities, participation, and treatment. You should also educate yourself and your team on diversity and inclusion issues, and address any biases or conflicts that may arise.
self-awareness, empathy, and a commitment to promoting equality and justice for all individuals, regardless of their background or identity. Gather feedback from employees, get ideas of some holidays or festivities that represent their cultures that can be celebrated. Continuous education and open communication goes a long way.
As the quote goes, 'Respect is a two way street, if you want to get it , you've got to give it '. Maintaining this balance is important. Respect should percolate top down- both in word and in actions. This ensures it to be woven within the corporate structure. Exercise team collaborations - while discussing ways of achieving target , in case of want of creative ideas,? solutions to difficult situations etc. Ensure transparency- Have a free and fair atmosphere within the team. Team shouldn't be afraid of voicing their ideas or concerns. Do not micromanage - Trust your team members. Convey clear demarcation of the job profile of team members. Ensure rewards and recognition for the good work done.
Some other points 1.Empowerment: Giving the team members autonomy and trust to make decisions. 2.Professional Development and Growth Opportunities: Supporting their career growth through training and mentorship and visibility and appreciation in terms if showcasing their work. 3.Work-Life Balance: Encourage a healthy work-life balance to prevent burnout. 4.Fairness: Ensure fairness in promotions, assignments, and resource allocation. 5.Lead by Example: Set the tone for respect and value in your interactions with the team. 6.Conflict Resolution: Address conflicts promptly and fairly to maintain a harmonious team dynamic.
When you treat your team like your family and hustle/ celebrate with them to bring on the desired results. It's your presence, leadership & guidance that makes them feel truly valued.
"Giving freedom to innovate" is one of the keys here. As a leader, I prefer giving some free hand to my team to be creative, make mistakes and learn from them. In my opinion, this not just helps in building trust and confidence but also serves as a stepping stone to create future leaders and SMEs
Throughout my career, overseeing teams, engaging stakeholders in India and overseas, I've realized success hinges on two pillars: valuing and respecting individuals. Like a ship's captain, leaders must blend these aspects to navigate corporate waters effectively. Much like a crew's cohesion, our teams drive progress. Recognition propels us forward, communication charts our course, and investing in growth maintains our equipment. Work-life balance, diversity, fair compensation, transparency, empowerment, and feedback are vital components. As the captain, I understand that every crew member contributes, and ensuring they feel valued and respected is our compass to success.