This is part two of a three part series: In last week’s blog I talked about the importance of creating a culture that aligns with the company’s mission and the benefits of a mentorship program.
This week, I shift my focus to creating open and honest communication channels and expressing gratitude. If you haven’t read the first post, you can read it here.
Why is Open Communication Important at Work?
- Create Open Communication Channels. Creating fluid channels of communication among management and employees fosters relationships built on trust and credibility. Institute weekly 1:1 meetings with all team members, and spend time with each person on your team, not only the high-performers. The consistency of the meetings will encourage conversations and welcome feedback – don’t wait for the annual review.
- Discover the Drivers. Just as a well-oiled machine comprises many parts effectively working together, each with different functions and responsibilities, so too is a team of individual contributors. Understanding the unique qualities and traits that differentiate each employee on the team, and what drives each of them to reach their potential, extends beyond the routine of competency profiling. Team members may thrive in different environments if given the opportunity to do so. It is through the keen understanding of what drives and motivates each individual that will spur ultimate team cohesion.
How to Express Gratitude at Work?
- Express Gratitude, Offer Praise. A simple, yet genuine “thank you” or a proverbial pat on the back goes a long way in keeping employees engaged. Motivation doesn’t necessarily come in the form of monetary compensation – praise and commendation creates a sense of awareness that as a manager, you notice and value the individual efforts of your team. Essentially, a more gracious and polite workplace is appreciated by all.
In my third and final post in this series, I’ll address the challenge employees face in balancing their work and personal lives. In my experience as an executive recruiter for Lucas Group’s Human Resources Practice Group, I understand that it’s critical to invest time and resources into a structured training program.
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