The Power of Relationship: 5 Useful Tips!

I would like to start this text with a provocation: Have you been working today with the intention of building and / or maintaining strong relationships with your people?

As a leader, the ability to build a good relationship with your team is one of the most powerful competency that you must master.

It must be crucial to create an environment where your team realizes that you are genuinely invested in them personally, professionally and emotionally, and that they play a significant role in the success of the team and the organization.

Employees that are engaged, motivated and satisfied with their work are much more likely to convert customers into “defenders” of their business, increasing the chances of success, and of course, the financial results.

I believe in the thesis that people respond according to the way they are treated: treat them as if they were a valuable asset and the valuable asset they aspire to be. The gains from putting this into practice are numerous and basically need the leader’s goodwill.

This week I spoke to an executive at a large pharmaceutical company who is retiring from her 30-year career at the same company. When I asked about what kept her at the company for so long, she replied that she simply loved the people she worked for. This was a testament to the power of strong leadership within the organization, creating lasting and memorable relationships with its people.

Certainly, you should have read about several strategies for this, and I would like to share 5 relatively simple actions within the reach of every leader to expand his engagement with his team. Of course, this is not a definitive list, but a reminder for constant practice, whether in person or even virtual for these pandemic times.

1) Know your team: it is an action that will require 2-3 minutes every day to be able to talk to your people about topics not related to work. Try to find out which employees are interested in sports, cooking, politics, crafts, movies, music or series. When you see or hear information in the media that might interest them, make a mental note and bring it up the next time you see them. This opens up a dialogue and lets them know that you really pay attention to them as a person and consider them more than just a “collaborator” (and that this is true!).

2) Feedback: every leader demands a lot from their team on a daily basis, so we should be obliged to let them know that we appreciate their hard work and effort. Lack of recognition is a major cause of turnover. Most of the time, this is because leaders only provide feedback when an action or behavior negatively affects their business or when filling a performance review.

3) Remind them of their value: when providing feedback to your team members, frame their contributions in the context of the overall success of the team and the organization. Telling people that they’ve done a great job is good, but illustrating how they have significantly impacted the entire team is great. I have heard many leaders say: “so-and-so knows that he’s good and that he’s doing a good job”, even so, do not be afraid to confirm this, as it is much more valuable when they hear it from you as a leader.

4) Be accessible: be present regularly, ask and answer questions. Routinely accompanying your people during a project will not only allow you to assess their progress, but will also provide you with the opportunity to train them if in doubt. Providing direction or support when needed strengthens the bond between you and your team members, as direct improvement of their skill set proves that you are there to support growth.

5) Greet: I know this tip is as old as Hawaii’s volcanoes, but I still see many leaders who don’t follow it. Taking 30 seconds out of your day to welcome your team members to work or wish them a good rest when you (or they) leave, lets them know that you care. It is a very simple but significant gesture. Even now in times of pandemic, look for ways to wish them a good day and a good rest.

For those who want to interact, follow two questions for reflection. I look forward to your comments!

– What are the different ways to show your team the value of each one?

– Can you name the interests and hobbies of those who report to you?

Cicero Carvalho

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