Connect and understand – now more than ever
If your working relationship with your boss or supervisor has deteriorated over the past year, raise your hand. According to several surveys conducted around the world, about two-thirds of those who read should raise their hand. In New Zealand, 66% of tech workers believed their bond with their boss had deteriorated since the start of the pandemic.
Some experts believe that the problem stems from a conflict between two extremes. According to them, some managers simply left their teams. Others, on the other hand, constantly check their teams.
The former causes feelings of isolation and alienation, while the latter causes mistrust and burnout. If allowed to fester, the two situations end up separating managers and employees further than the physical distance between them suggests.
It doesn’t matter if it’s a new recruit to the team or a seasoned veteran returning from a two-week vacation. Experts believe there has never been a time when the need for connection between managers and employees was more critical. Here are some sound business tips for the boss:
Learn to express your emotions and build honest relationships.
People did a lot of self-reflection. They reflected on what is important to them in their personal life and professional life during the previous year. Consequently, their priorities and objectives may have changed.
Leaders should therefore not be afraid to talk deeply about their feelings with their followers. Leaders must understand the values that are most important to each individual. This kind of connection and understanding builds bridges that make businesses stronger.
Make a conscious effort to understand.
Business leadership experts advise managers to ask their employees what they think of the company and their work. They believe that people should talk about the purpose of their profession and what it means to work in organization. It can help people connect more deeply.
However, both parties must be willing to listen to each other’s points of view without being judgmental.
Find a healthy balance of communication.
The frequency, content and duration of check-ins differ from employee to employee depending on their position. Some employees like to communicate daily with their superiors. Others, conversely, want to be left alone until an update is needed.
Experts say allowing team members to choose their recording cadence can be crucial. They believe this can go a long way in building trust and respect between employees. According to them, employees reward supervisors who respect their time and don’t expect them to be available on a whim.
Listen to learn.
Have you ever noticed that the smartest people in a room seem to be the least talkative? It’s usually because they’re watching and listening. Experts encourage employers to use a strategy when dealing with their staff.
They recommend that you take the time to think about the how, what and why of what you hear. Additionally, they suggest investing more energy in this part of the conversation rather than just listening to the spoken words.
Also, consider how they connect with you and with their colleagues. It’s also good to watch how they work with other teams and individuals in the organization. Paying close attention to detail can help you anticipate their needs.
Expand the onboarding process by increasing understanding and connection.
Suppose you have new workers, especially those who work remotely. It is essential that they feel a sense of belonging to the organization and its culture as early as possible.
In addition to their immediate supervisor, it helps to allow new workers to work with a variety of people. Interacting with other people at different levels and departments of the organization can help them feel more invested.
For example, consider connecting a peer from another industry, a senior manager, and a lower-level colleague. Establish a support network where the new worker can seek advice and understand how things work. All of these people can help establish connections for new workers as soon as they start.
Image credit: Sora Shimazaki; pexels; Thank you!