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Five Secrets to Gaining Credibility with Your TeamEd Sykes Towers Perrin, the corporate benefits consulting firm, surveyed over 1000 American workers and found the following:
Organizations then wonder why worker productivity decreases, employee loyalty is at an all time low, and human resource situations increase. Your employees see everyday, at least in their eyes, the following:
No wonder there is tension in the workplace. When I work with organizations, the following three concerns are the ones usually express:
Because of these concerns, there is a divide, professionally, emotionally, mentally, and physically between the employees and their supervisor/manager, etc., which leads to lost productivity. The following are five secrets that will increase your credibility with employees and produce outstanding results for your organization: 1. Be Honest You owe it to your employees and to colleagues to be honest. Tell your employees exactly where they stand within the organization. Be positive, yet don’t sugar coat it. Once your employees know where they stand, use this as a stepping stone for improvements and solutions you can work on together. 2. Be Consistent Be consistent with your communication among employees. You will lose credibility with employees if they see you communicate differently with different employees concerning the same situations. For example, if you berate an employee which I’m sure you would never do for a mistake, yet say nothing to another employee for the same mistake, you will lose credibility. Also, be consistent with the way you communicate your moods. Remember, if you project a professional manner, no matter the situation, your employees will emulate your behavior. 3. Communicate Bad News ASAP There is nothing worse for employees than hearing bad news from human resources, shareholders, the news, friends, family, and even their religious leader, but not from you, their manager. The biggest reasons I hear for not telling employees are the following:
Well, guess what:
Will some of them be unhappy in the short run Some employees may not be happy; however, they will respect you as a manager that respects them and keeps them informed of all news, good or bad. 4. Give and Receive Constant Feedback Employees want feedback on, “How am I doing” By giving constant feedback, you are developing a bond of trust that improves the performance of your employees. Remember, your employees are always doing something well. Make sure you come from a positive position of improvement when giving feedback. Let your employees know that you appreciate their efforts and the difference they make each day. Also make it “safe” for employees to give you feedback. Let them know that no one is perfect I know we think we are and that you value their feedback to make the work environment a “win-win” situation for all involved. Teach your employees how to give feedback, both positive and constructive. Remember, as a leader, you are constantly developing your employees for the next level. 5. Ask for Employee Solutions People go to work to succeed, not fail. Employees also go to work because they want to make a difference at their job. One of the best ways for employees to feel they are making a difference is to involve them in the solution creation process. Make asking for solutions from your employees an ongoing process. Whether during staff meetings, one-on-one sessions, etc., make it safe for employees to develop their own solutions. If given the opportunity, your employees will come up with solutions that are innovative, proactive, and in some cases better than any solution we can ever develop. To motivate your employees to create solutions, you must do the following:
Very importantly, if employees share a solution with you, please, please, please, give them feedback ASAP. You will lose employee credibility if they think you don’t care or are taking credit for their ideas. Apply these techniques now and you will gain credibility and increase productivity with your employees while developing a high performance environment that achieves outstanding results. Source: Towers Perrin, Enhancing Corporate Credibility-Is It Time to Take the “Spin” Out of Employee Communication January, 2004 Copyright © 2004 Ed Sykes. All rights reserved
Publishing Guidelines: You have permission to publish this article in your ezine, publication, ebook, or on your website as long as the resource box is included with the article and as long as neither the article or resource box are changed in any way. The URL in the resource box must be set as a hyperlink. Minor formatting changes are permitted. Please eMail the author a copy of any ezine or newsletter using this article If you use this article on a website, please set resource link as a hyperlink Please send the URL of any place where the article is posted. Please snail mail copy of any printed publication using this article to: The Sykes Group
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