Just one area of focus when we look at leadership is the extent to which the leader knows and understands the individuals within the team. We break this down into five ‘easy to find out’ areas (which are also great interview questions if you are recruiting!) for increased engagement and productivity in your team:
What is their favourite part of the job?
Deloitte found a correlation between the high performance of an individual and them being able to use their strengths every day. Tap into this research by asking individuals what they enjoy, and then play to the preferences and strengths of each person where you are able. Knowing and using this piece of information is a great enabler to maximising the performance of your team.
What makes them give their best?
Just asking the question begins the process of building rapport; getting to know, like and trust someone. Examples here might be giving praise for a job well done on a one-to-one basis rather than embarrassing someone by drawing attention to them in a team meeting. Or perhaps they prefer some quiet time for the first hour in the morning to focus on organising and prioritising their day. Or maybe it is knowing they can leave to pick up their children early on sports day. Once you know, great leadership is harnessing those things and incorporating them where you can. This will buy loyalty and engagement, with direct links to improving productivity.
What are their career goals?
Deloitte and Gallup tell us that a lack of opportunity for growth is one of the main factors that lead Millennials to change jobs. We know that other benefits and even increases in pay will only work as a retention tool for so long. So, understand each individual’s career goals and how would like to develop their current role, enabling where you can.
How do they like to get feedback and praise?
Feedback is critical, impacting positively on productivity and retention. when wanting to effectively lead a team. We know how it feels to be recognised for a job well done. But bear in mind that some people can find it embarrassing or even hard to ‘hear’ praise (or for that matter constructive criticism) at all. Whether that be a simple email with copying the boss in or providing a certificate or chocolate cake every aspect needs to be considered.
What is important outside work?
As the role of a leader, building a rapport with everyone around you is fundamental. Providing consistently high-quality communication and empathy will ultimately improve engagement and productivity. Common ground is a great springboard to rapport, so maybe there’s an interest outside work that you both enjoy. If not (!) invest some effort into finding out more about this important thing so you can talk about it. And respect the times they open up to you; when their interest introduces a barrier to work (for example a cyclist who sustains an injury or being late following a visit to an elderly parent).
If you know what these important things are you can learn to balance the ‘camber’ from different team members at different times as life occasionally slips across into work time.
How can we help you?
We offer leadership & team coaching, wellbeing events, conflict/dispute management, culture & change projects and performance management, so if you’re struggling with running a hybrid team effectively and are looking for some extra support get in contact with us today on 01582 252500 or email us at liz@redway-hr.co.uk.
Why not keep an eye out for the next ‘Leading Great Teams’ webinar, where we talk about this in more detail.