Do you have a feeling that you can’t inspire your team enough? Are you attracting high performance and skilled employees or are you going through a never-ending cycle of hiring, training and firing people.
If you would like to create a healthy and nurturing work environment you have to make sure you have the right people in your team and your mission and vision inspire them – they are in the same boat.
Creating a positive and healthy work environment means having realistic expectations not just for your staff, but also for yourself as a leader.
You want to build a company culture that makes people desire to work with you and want to come to work and shine because they are aligned with the company mission and vision, and is also their desire to fulfil the mission with you. You want them to care about your business, goals and achievements of the company as their own.
Importance of healthy Management and Leadership
Building an ideal company culture where coworkers feel nurtured and strive for greater productivity is achievable. The key is recognizing that individuals have unique needs and that every person in your team is individual. I recommend doing some profiling and diagnostic of personality types to be able to meet each personality needs in the team and also be able to recognise their strengths and weaknesses to be sure you give the right position and responsibility to each member. This will help you to understand how to help them to grow and how best to take care of them, how to keep them motivated and productive.
Your role as a leader has to be a facilitator too – that’s why you should be aware of your team members strengths. Also, you should be supporting and creating a positive environment and building up each member throughout coaching, mentoring, bringing an opportunity for growth and upskilling.
But anyway, here are five steps toward nurturing a positive work environment:
Listening to what your team member has to say shows them that you respect them and their opinions. They should know your doors are open and they can come to ask or talk to you anytime or on schedule time. Asking them for feedback or to share ideas and contribute makes coworkers feel like valued members of a team. Give them some responsibilities and freedom to make decisions.
Create a healthy environment where people communicate openly, they are not scared to receive or give feedback, they are open to communicate feedback and offer help for improvement to others because they know you are weak as the weakest part of your team. Never support gossip or going behind someone’s back. Instead, foster relationships in which coworkers feel you are discreet and supportive. This builds loyalty to you and the company.
3. Team Building Activity and Fun
Bring some fun activities, team-building activities to your dream team. They called them team-building activities for a reason. Trust me, you can build amazing relationships and trust over fun activities and you can teach your team to increase communication skills, critical thinking or taking responsibility so easy and in a few days with us throughout tailored team-building retreats and games.
4. Don’t micromanage
Nobody likes the micromanager, so get in a mindset of being collaborative. It is okay to maintain high expectations and to offer constructive criticism, but let your staff do their jobs. Being overly critical only damages the trust and loyalty you are striving to foster. If you are not sure what is happening in your team hire someone externally to support and revitalise your team.
You should have the systems and processes that will clearly express all annual;, quarterly and monthly goals.
We use to set up small weekly goals – 3 priorities for each person and evaluate every week via online meetings and weekly or fortnightly reports. Especially when you work remotely. Staff evaluations are critical to the morale of the workplace. If performance evaluations are not something your company does regularly, this is a good time to start, because it allows you to be more in-tune with your coworkers. You have to be able to measure the quality of the work and productivity.
Performance evaluations can be a daunting and often emotional task for both the staff member and the manager, so avoid the drama by exhibiting a willingness to speak freely and to actively listen and support the growth.
We will bring you more leadership tips next week again.
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