Nothing sends a boost of confidence faster than the feeling of being appreciated. People generally begin a new position full of high hopes of excelling and making their mark in their new role. They want to fit in and impress their leaders and peers. As time goes on, if there is no feedback from either, they can start to wonder if they are doing well. It can induce insecurity.
Communicating along the way – not waiting until review time to let someone know how they are doing – can help avoid negative thoughts by team members. By practicing these FIVE STEPS, employees can retain their confidence and grow in a healthy environment. A perceptive leader will set the tone to make people feel more comfortable and stable.
SPEND TIME ONE ON ONE
When people see that you are genuinely interested in them personally, and you set up regular one-on-one meetings with them, it creates a rapport. Team members are more likely to approach you with any difficulties they are facing in any aspect of their job, whether directly job-related or personal in nature.
People are more apt to confide more in-depth about an issue because they find you approachable. They may become comfortable enough to give more details about a problem which can help you and team members to devise solutions together. You can empower employees, helping to put out smaller fires before they become major concerns.
One-on-one meetings provide stability to employees as they try to navigate through their new position. They can grow faster through regular input from you and the more seasoned employees around them. This kind of investment produces less-stressed team players who feel valued, appreciated, and that you are on their side.
BUILD TRUST – BE A GOOD LISTENER
Everyone needs a listening ear. When you are a good listener during a one-on-one or group meeting, it builds trust with employees. You may be the only person to sit quietly that day and genuinely listen to an employee.
Offering to think through solutions with them shows that you care about their thoughts and the issue at hand. Not only is active listening good practice for you, but it may do something significant in the life of the employee. There can be spill-over effects that can positively influence their workday, thereby improving team morale. When you lead by that kind of example, you set the tone for the company culture as well as building trust. Imagine the positive ripple effect that would have on the company as a whole!
ASSIGN A SPECIAL PROJECT
Asking an employee to take on a project that highlights their talents often gives them the sense of purpose they long for. When employees are assigned tasks that best uses their abilities, they feel respected for their knowledge. They will take responsibility for it and do their best.
Other behaviors may improve, as well. If someone is habitually late coming in to work, it can mean they do not see their work as fulfilling. If they perceive it as meaningful, it gives them a sense of ownership, and they will want to dash in on time or early!
Micromanaging someone and their project is a quick way to kill their momentum and their spirit. Instead, try to give positive feedback and helpful suggestions; it will be well-received, and the supervisor-employee relationship will positively grow.
No doubt, one quick way to make employees feel happy, valued, and appreciated is to bring in lunch – or donuts. Bringing in food is a great way to have some fun community time. It changes the atmosphere. It is a guaranteed way to break away from stress, even for an hour, and it is so appreciated. People feel special when you bring something in that breaks up their day.
Monthly/yearly team awards, contests, and challenges keep staff on their toes. It is fun for a team member to receive the employee of the month award. Friendly competition within the team can spark the feeling of being appreciated when employees receive recognition for their achievements. The whole group would strive for next month’s award if they didn’t receive it this time around.
Leaving employees to wonder if they are doing a satisfactory job sends them down a path that leads to insecurity and doubt about their abilities. Conversely, when there is communication along the way, it minimizes stress.
When you show interest in individuals, you foster a relationship that will ultimately build up the employee as well as the company. Getting together one on one to focus on an individual and listen to their thoughts helps build trust.
Assigning someone a project communicates confidence in their abilities. The result can be an exciting, dramatic shift in the atmosphere of the company’s culture. Being occasionally rewarded with food or awards can cause some friendly competition, boost morale, and promote the feeling of being genuinely appreciated.
© Rising Sun Consultants, 2019