Unbeatable Relationships with Employees: The Key to Success.

Over thirty years in the electrical engineering and manufacturing business, I know it starts with building good relationships with one's employees. No business can thrive based on its great products or services alone; it has to do with the great people delivering those products and services, which involves how we, as leaders, support, guide, and develop them.

Building Collaborative Relationships

It all begins with collaborating and fostering an excellent relationship with your team. As leaders, we should avoid treating performance conversations as missions of fault but view them as opportunities for growth or expansion. Collaboration happens when we, as managers, align our expectations with the aspirations of our employees.

The solution to this lies in shared understanding when there is a disconnect between expectations and delivery. We have often diffused such moments at KIK Group by setting the stage to usher the employee towards open dialogue. A simple "Let's work together on this" ushers in an atmosphere wherein the employee feels valued and supported rather than judged.

Empathy and Self-Reflection Lead to Empowerment

As a leader, empathy is an essential ingredient in solid relationships. I have always cherished the personal side of understanding—not just the professional but also the individual motivations and challenges our team members may face.

This will make employees take full ownership of their performance and growth in instances where they are encouraged to self-reflect. For instance, a manager could ask questions such as, "What do you feel is working well, and what could be improved?" This will open the door for employees to take accountability, but it also forces you to show that you trust their ability to assess and improve their performance.

This approach replaces the perception of feedback from criticism with a chance for improvement. The assistance would ensure that the team moves from a perspective of defence or offence to one of growth.

Performance Linked to Purpose

Work needs to have meaning for employees to flourish. This statement really speaks to me because, over the years, I have observed that people do best in their jobs when they understand exactly how that job fits into the bigger scheme of things in the organization.

We often ask KIK employees to reflect on how their current role contributes to their career aspirations. In my experience, aligning individual purpose with company goals encourages loyalty and higher engagement and motivation if employees know that their work matters, they are more likely to invest themselves fully in their roles.

Specific Feedback Leads to Clear Action

Lateral and clear feedback is essential in team leadership. Eliminating ambiguity and using specific examples helps employees understand precisely where they stand. I have always welcomed the input of others in the organization, especially during performance discussions, since various perspectives lead to a more complete understanding of the situation.

Feedback isn't just about pointing out what's wrong but showing a way forward. I have noted that feedback must always be about problem-solving collaboratively. If you create an atmosphere where employees can feel that you've got their backs, they are more likely to take ownership of their improvement journey.

Growth Driven by Positive Reinforcement

The second thing I have learned in almost three decades of leading people is the astonishing power of positive reinforcement. In the words of Charles Schwab, "The way to develop the best in a person is through appreciation and encouragement." I have seen for myself how paying attention to strengths and acknowledging rather than criticizing efforts can completely transform the relationship between the manager and his or her team.

When necessary, we have given tough feedback, but we have made sure to genuinely appreciate their strengths. This makes the variety feel constructive, not critical; thus, both parties remain focused on growth rather than mistakes.

Creating an Actionable Way Forward

Having built trust and developed a collaborative mindset for the discussion, the next step will be to provide clarity or an actionable path toward improvement. Ask open-ended, future-focused questions, like, "How would you approach the situation next time?" This type of question empowers your employee to visualize a better outcome and make a commitment toward a change in course. At KIK, I have had the opportunity to observe employees thrive when they understand exactly what is expected of them and feel supported in meeting those expectations.

My Commitment to People Development

As a leader, my success is in large part due to the relationships I have cultivated within my team. Through the years, I've learned about patience, collaboration, and empathy—values I now weave into my daily life. I believe one of the greatest qualities a leader can possess is the influence they exert that better equips their teams to develop in their personal and professional lives.

At KIK, we are one big family driven by a single purpose: making electrical installations safer, more efficient, and more reliable. By embracing every challenge toward learning and growth as a collective, I feel we can build up successful teams and a legacy of excellence we leave behind.

In writing this, I drew from our collective experiences here at KIK and my personal values around collaboration, empathy, and purposeful leadership. Growth for us is about developing our people; if they are successful, we are successful.