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How to develop good relations with your employees?

Communication between people is extremely important. Not only on the business ground but also in a private life. Communication creates relations. Contact that we have with people has an influence not only over us, our cooperation with others but also over a trust to others. It also depends on the people how do we behave and how do we build our image, our personal brand among them. Probably you were told many times that you can destroy a relation in a few seconds, but to renew it or even to build a new one it can take many, many days.

In a team work, few things are important. I think even more than others. In this article, I want to convince you how much. You know, generally, it is known that you should treat people like you want to be treated. This is how you can be sure you will develop good relations with your employees.

1. Always have time for you employees. 

Yes, you can have own schedule, plans, and meetings. Yes, you might be in the middle of some task. But you always should have time for not expected and not planned things. If your employee comes and asks for a short meeting – go. If you are not able to go right now, tell him at what time it will be possible.  This is how you can build honest and trust with a precise answer and your availability.

2. Use magic words ’thank you’, ’sorry’ and ’please’.

Thank every time it is possible.If you delegated tasks, finished briefing, received a report. Another word to use is also ’congratulation’ as the team improved results, as team-mate achieved a goal.  Apologize every time you make a mistake. I know still managers who have a problem with apologizing (more about that in point number 10). Use ’please’ when you are asking about something, delegating task and more. This is how you can develop sincerity, involvement, responsibility and motivation.

3. Never stop to listen to.

Don’t stop to listen to the other side, your employees. You don’t have to read between the lines. You don’t have to guess. If you don’t understand what you hear ask for more details. Only that means that you are listening to. If there is an argue, before you provide a solution, ask both sides for their opinions. This is how you can develop involvement and sincerity.

4. Focus on a person you talk with.

It is hard to believe but I still meet with managers who during giving a feedback are totally not focused. They are looking away or playing on the phone. Do you think what kind of respect do they show? Every meeting 1-2-1 or consultations are investments in your employee. This is how you can develop trust, motivation, and sincerity.

5. Control your emotions and voice.

Remember once and till the end of your life. As a manager, you should not show your emotions, even if they are extremely difficult to hide. Your voice should be always calm. Don’t scream, don’t use abusive words. Don’t forget you are a mentor for your employees. With the calm attitude you are trustworthy. This is how you can develop trust and sincerity.

6. Think about the words.

Words you use are important. Your employees will always remember them. If words are in a message, co-workers can use them as well. One of my mentees told me about some situation. Once he has received an email from his manager. Empty. Without a word in it. Just incomprehensible attachment. As there was no message he did not react. Actually, what for? After few days he received the same email with question ’Why have you not done a task on time?’. Go back to my article about delegation tasks. Rules are so universal that can be used also in a correspondence.  This is how you can develop respect and involvement.

7. Reply to emails.

People are waiting for the answers. Always. In my team, I have a rule like this. If I receive an email it means a message is important for the employee. So important that conversation is not enough. I try to reply as soon as possible. For me, it means immediately. If in an email is a deadline, I don’t bother about that. I can reply to it later. This is how you can develop trust and respect.

8. Don’t blame your employee. 

It is not employee’s fault to not have any knowledge about the present review of a situation in the team. I admit I do not mean processes and everyday procedures. But if you are implementing something new, and your employee doesn’t know what it is, who should be blamed? You. No-one else. Just you. This is your job to inform your team about new processes, new things presented during the briefing. If your team has shifts, why not present team-mates should suffer? Well informed employee is a well-motivated employee. There is a simple rule to avoid misunderstandings – just write a short email. This is how you can develop motivation and involvement.

9. Keep your promises. 

You cannot even imagine how much given promises and not kept can make me mad. Of course, we are people and we can forget, but we still can write or make a note(!). If you show your employees that you are not able to keep promises, how do people perceive you? This is how you can develop trust, motivation, and responsibility.

10. Don’t lie, postpone, renounce.

If you don’t accept lies and postpones in your team, why you are doing them? You are the manager. What example do you give to your people? A few weeks ago, during one conference I met my old colleague-manager. We had a discussion about this subject. He caught his manager on a lie. Even more, few people have heard a promise, but manager claimed that he did not say that. The level of trust and commitment of my colleague is right now around zero. He cannot look into eyes of his manager.  This is how you can develop respect and trust.

11. Never stop to encourage, praise and motivate.

Team work always expects an encourage and a motivation. Higher motivated people, higher results you receive. Every new idea should be appreciated. Every implemented idea should be pronounced to the world and reminded all the time. For you, as the manager, it is some kind of honor and reason to be proud of. An honor because you are working with creative people who are ready for changes. Reason to be proud – your team can be better recognized in the company. This is how you can develop motivation and involvement.

 

Being a leader of your team is something you have to learn. But after time communication works. If you build trust, motivation, involvement, sincerity and responsibility you can be sure you are doing a great job.

Follow Agnieszka Orczyk:

By friends I am called Agnes. Currently, I live in the Netherlands, but I feel like I am a citizen of the world. My life is a big change. This is why I show how to turn the change into the success. Leaving the comfort zone might be painful, but useful. After hours I am reading a lot. I also collect fountain pens and watch novelty on Netflix. I am running the blog to release my thoughts and emotions.

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