I have a very strong bond with my family, I love them, but I thrive beyond the confines of our family environment. The culture of love, kindness, respect, and independence was instilled in me very early, and I still hold myself accountable to these tenants. As I grew and learned to recognize my strengths, talents, and intelligence. Soon, I found my own way of achieving and providing love, kindness, respect, and independence, but there was less and less space for me to express them in my own way. Respect was held above independence in my family, as in many, and so I felt stifled by my inability to act independently, conflict ensued, and I found the first opportunity to leave. I was burned out.
When I talk with people, many who are working in different fields at various levels, I often ask, “How do you like what you do, or, how’s work?” I get similar answers. I’d say close to 85% or more of the people respond with, “I really love the people I work with. They make it bearable. Or, "Eh, but I work with really great people.” These answers make it clear that the motivating factor getting most people out of bed and to work in the morning, is their need for a paycheck, and the emotional attachments that they've built with the people they work with. The reason these emotional attachments are so important, becomes more apparent as Americans are working more, and seeing the people that they work with more often than they see their friends and families. Especially as we talk about millennials, who have fewer face to face social connections, their work relationships really do become the first family of their adult life. Regardless of age, employees spend a huge portion of their life at work, so it's increasingly important to them that they enjoy the company of the people they work with. It is far more important than if they enjoy the actual work they do for your company. There is a popular phrase, “People don’t leave bad companies, they leave bad managers,” but I have met many managers who have strong bonds with their team, but still have high turnover that begins with burnout. Burn out is not a loss of that fire in the belly motivation to achieve, but rather a symptom of deeply motivated people, who feel their achievements are stifled by their work environment. Your company wants fire burning in the bellies of each employee. Your business culture is only as strong as it is maintained, and it is maintained by the intelligence, creativity, and independence of each individual you employ. Once in a while you may have to do a little work to re-ignite the flame, but creating space for independence and creativity will sustain it.
Is burn out stalling your momentum? Do your employee’s love who they work with, but still take jobs with your competitors? Would you like to protect, maintain, and develop the talent and expertise within your company? I offer suggestions and solutions in every Free 30 min consultation. Call or click to schedule yours today!
Trust and Respect are two of the most vital connections between your employee’s and your business culture. Their motivation to deliver the experience you expect to your clients, is directly correlated to whether or not they respect your intent. That respect is earned through mutual trust. That trust is built by creating a transparent system of accountability for yourself, your employees, and the leaders within the company to hold the intentions of your culture above personal intention.
Trust is Tested
Trust is tested in every interaction. You begin testing your ability to trust in new hires before you offer the position, by holding them accountable to their resume and its map of their experience. You test their personal accountability by watching their timeliness, ability to maintain their own schedule, adhere to timelines, and work with others. The people you employ are watching you and your decisions with the same critical eye. Testing to see if what speak of with importance is reflected in the actions of your managers and seasoned peers. They are noticing the differences between how they are trained to do the job vs. how it is actually getting done, and deciding if you follow through on your word to hold others accountable. Every new addition to your work team is a new test. By comparing your current action with their memory, your employees are deciding if they can trust you. Without your trust they will never be able to work confidently, creatively, or independently. Without trust their you will never find loyalty.
Building a Culture That Preserves & Creates Trust
The strongest business cultures have process of accountability that preserve trust. These systems of trust provide simple reminders of what the culture goals are and the role each individual plays in maintaining it. Memories create an experience, and shared experience is what maintains a culture. They are processes meant to preserve the respect and human values your business strives to achieve, and ensure managers, supervisors, and executives know there job is not to facilitate productivity, but support those who produce, and be held accountable for the failure, but share the spotlight success.
Sharing these expectations and responsibilities with your managers and employees who have asked about becoming managers, will go a long way to help you promote people ready, willing, and prepared to take on the challenge of leading and supporting their teams. Setting these standards for employee’s hoping to become managers helps create shared accountability. Don’t forget your employee’s are always looking for the ways you follow through on your word, so if you say the words, take action and follow through. That is what turns Managers into Leaders! Leaders acquire success!
Let’s Do This!
Do you want to build a system of accountability that preserves and promotes trust? Would you like to develop your managers into leaders? Do you need help repairing trust with your team or leaders within your team? I can help! Click here and schedule your free 30 min consultation!
We can discuss the issues on your mind, and I will be happy to share some tips and tricks to get you started without an obligation to purchase a service.