Helping to optimise your team's performance and satisfaction

It’s said that 72% of employees* want meaningful work and personal growth opportunities - which is much easier said than done for leaders.?

So, by the end of this article, you’ll know how to:

• Understand what your team need
• Promote self-actualisation processes
• Reduce workplace stress and improve team performance

Let’s get into it:?

The problem I’m seeing

Our teams are under a lot of pressure, often because they’re completely task-driven instead of focusing on the actual outcomes.

Maximising output often leads to a lot of stress, so why not start focusing on the outcome and how your teams can achieve that? By focusing on the outcome, you’re empowering your team to determine what needs to be done.?

So, while it might seem counterintuitive to the traditional business world, helping your employees self-actualise is critical.?

This approach, while unconventional, seeks to align individual growth with organisational goals, eventually fostering happiness within our workforces.?

And most importantly - creating breakthrough performance.?

So, how do you do it? I’ll show you below:

#1. Opportunities for meaningful work

If you’ve ever felt stuck and stagnant, you’ll remember how alive you felt when you finally got out of it.?

Do the same for your team. Empower employees by trusting them with responsibilities that challenge their abilities and encourage growth.

#2. Goal setting workshops

It’s time to interconnect their lives - equip your teams with the tools they need to set realistic, achievable goals.?

To do this, you could facilitate group or individual sessions where team members can identify and articulate their personal and professional goals.?

Try asking, “What drives you? Is it really money? Or is it something else?”

#3. Outcomes

Share your expected outcomes to drive performance. Teams must understand how the outcome aligns with overarching organisational goals.??

Show them you’re in the same boat; tell them how you overcame difficult situations. By sharing your mistakes, you can avoid them, and they will start to realise how they’re part of the bigger mission.?

To get your team focusing on outcomes, start by establishing a routine of supportive discussions focused on personal growth and professional achievements.?

Your employees will appreciate you being on the pulse of their challenges. But don’t forget to:

• Adjust goals as necessary
• Nudge employees to re-align efforts with both personal growth and business objectives
• Celebrate achievements

#4. A culture of openness

We talk about open cultures all the time, but what does it actually mean?

I like to think it means:

• Regularly sharing company goals, challenges, and financial health with employees.
• Creating forums where employees at all levels can share ideas and feedback without fear of reprisal.
• Providing training that enhances listening skills and open communication across the organisation.
• Encouraging team members to share their aspirations and challenges openly without fear of judgment.

Leading with empathy is the future of work

By focusing on these techniques, you’ll ultimately discover who’s right and who’s wrong for your team. But above all, it’s about focusing on the outcomes rather than the output.?

And with so much push and pull in the world, your greatest asset needs to be fully understood and supported.?

When you do, you’ll find that managing the anxieties and resistance often accompanying change is just that little bit easier.?

As such, leading with empathy will create a much smoother and more engaged workforce. And who doesn’t want that??

More about me: I help leaders unlock their superhero power and enable their teams to do the same.

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