Let Them Shine!
This post is the fourth in a series that shares a summary of a podcast from a company called Essential Communications, along with my notes that dig into each point a little deeper. If you like what my post has to say, you may want to check out their website and see what else they have to offer you.
http://essentialcomm.com/podcast/your-teams-best-interests-part-one
Catching you up: When employees believe their manager has their best interest at heart, they are more satisfied and more productive than those who don’t believe that. Treat your people well, and you will be rewarded!
How to show your employees you have their best interests in mind:
4. Allow employees to have high visibility.
This item holds a space that is near and dear to my heart. In one of my earliest jobs (in what many people call “the corporate world”), I had a manager that would take my work and present it verbatim as his own. This had the effect of quashing my enthusiasm for the job. It’s not that I needed to be recognized as the author of the document but rather that I wanted my work (and efforts) to be appreciated. He didn’t do that, and none of his coworkers or higher-ups even knew I existed.
Disheartened employees will not put forth their best efforts. (Nor will they stay in that position very long…)
Your team members are people. (Duh.) People like to feel good. (Don’t you?) One of the ways we all feel good is by having our hard work noticed – and appreciated. I’m not saying we need rewards for doing a good job… (Please, don’t do that!), but do let us know that you recognize and appreciate what we bring to the team.
Taking that one step further, let your people shine. This can be as simple as giving credit where it is due – you know, acknowledging the impact of your team on the success of your new project. (And don’t worry that this makes you look bad or like you didn’t do any of the work. A lot of managers have a tendency to want to take credit for the good work their team does. It feels good to have managed a team that excels, and you want to be recognized too. But what makes you look really good is knowing how to manage high-performing members of your team – and growing them into future leaders, whether in formal managerial roles or informal influencer roles. Being a great manager is what you’re supposed to be good at, not just being a good worker. Let them shine in their job while you shine in yours.)
And, you can think even bigger than “giving credit where credit is due” by combining this idea of letting people shine with the previous post’s idea of creating opportunities for new responsibility. For example, give your best performer the chance to present to your peers – or your boss (or the big client). This shows that you trust them and you recognize the quality of their work AND that you want them to succeed (and you won’t hold them back). This kind of trust on your part will likely be reciprocated by your employee’s loyalty. They don’t need to hold anything back (for later or for themselves) because they know you won’t take credit for their work. They can do great work for you and have the visibility needed for wherever their ambitions lead. This makes you look really good too!
In short, let your great people lead. Let them present and speak on your behalf. Give them visibility within your company (and with your customers/clients) so everyone can see how great they are. You can make sure they make you look good by helping them to prepare and by giving them the resources and support they need to succeed. And, afterwards, you can help them grow by giving honest constructive criticism (and praise!). You are coaching the next generation of leaders. Do it well.
I read a lot of articles and attend many webinars and conferences on how to create organizational cultures that motivate employees. I love sharing the nuggets I take from those with you.
This month’s posts share a summary of a podcast from a company called Essential Communications, along with my notes that dig into each point a little deeper. If you like what my post has to say, you may want to check out their website and see what else they have to offer you.
http://essentialcomm.com/podcast/your-teams-best-interests-part-one
1. Be sure your employees understand their job.
2. Deliver lots of feedback—both praise and developmental.
3. Create opportunities for new responsibilities.
4. Allow employees to have high visibility.
5. Position people for promotion.
6. Provide professional development .
7. Offer career development.
8. Be the resource they need. Share the view from your vantage point.
9. Be fair.
10. Tell your team how to succeed with you.