Do you want to maximize performance while maintaining a happy, energized and satisfied team?
Supporting and valuing your team in the workplace has been proven by numerous studies to create fantastic results. Teammates who feel valued and supported have increased motivation in the workplace, display greater commitment, and show greater levels of innovation.
We (Accelerant Solutions) have recognized that people are key to our success. Supporting and valuing our team is a main priority in how we conduct our day-to-day business. I will share some thoughts that show how we can: create a better work environment, create better work-life balance, improve motivation, show gratitude, inspire team members, bolster team satisfaction, strengthen long-term relationships, increase production and boost bottom line performance. Let’s get started.
The key to becoming a phenomenal leader is by supporting and valuing every member of your team so they can meet their goals and be motivated and energized to help your company succeed. Here are a few ways we accomplish that:
Be a great listener
Take the time to get to know and understand your team. Act on what they tell you to show them you really have listened. Understand them personally and be interested in their lives and family.
Provide motivation and inspiration
Take the time to understand what motivates each member of your team. Are they driven by money? Do they crave acknowledgement of a job well done? Find out how each team member is motivated – what is important to them, what makes them feel valued and appreciated. It will energize them to use their unique skills to improve and sustain your business, as well as create a culture where difference is celebrated.
Encourage and recognize effort. Motivation in the workplace doesn’t happen without encouragement. Teammates feel valued when their effort (all of that sweat and hard work that happens before results are created) is acknowledged and encouraged. Become the cheerleader for your team. Sometimes it requires a tremendous amount of energy before a goal is reached. That effort needs to be applauded along the way.
To build a successful and sustainable business, you need a team who bring their unique abilities, strengths, and perspectives to the challenges you will face. But to draw and keep talented individuals who have a variety of skills and personality types, you have to learn a key skill: you have to learn how to lead people who are different than you. That includes being open to listening to opinions that are different than your own and being willing to accept that your way may not be the best way.
Great leaders seek input often. When you ask teammates for their ideas you not only gain perspective, insights, and possibl
e solutions, but you also might discover how that person feels about his or her role. Your people will feel valued that you want their insightful contributions.
Facilitate growth and opportunity
Show gratitude toward your team members by truly becoming an advocate for their growth and success. Be more than a supervisor or manager; be a mentor. Eliminate hurdles, open doors, and help people rise to become the best version of themselves. When your team sees that you care about their continued growth and opportunity, they will feel valued individually and that they are an integral part of the team.
Valuing teammates starts with a simple mindset shift. Many leaders fall into the bad habit of only correcting negative behaviors. The best leaders actively search for the positives in what their people do on a day-to-day basis. Be aware of your thinking. A slight shift in your thinking can make a tremendous impact on whether or not your people feel valued.
As leaders, we cannot control the way a teammate feels. We cannot demand engagement, satisfaction, or motivation in the workplace. We cannot demand that a teammate feels valued. What we CAN do is provide research on what employees want from a leader: a company that supports and values good efforts and insightful ideas. Begin to take notice in your actions as a leader because if your people believe you’re not supporting and valuing them as teammates, eventually they’ll find a leader or company who does.