Author: Tamica Williams

Staff need to feel connected in the workplace.  During the pandemic many employers faced challenges with staffing and job performance because people were unable to communicate in their normal settings.  Peer connections help to foster communication and allow for accountability, support, and teaming.  Connectivity is necessary for a healthy functioning corporation. 

Tip #1  Increase belonging.
Meaning what:

Engage staff.  Promote a sense of camaraderie within your organization on all levels. While the organization may have team building exercises between mid level and staff, there may be a simple check via phone call between executives and mid level.  All staff need to feel connected to the organization.

Tip #2 Build trust.
Meaning what:

Be consistent, be consistent, and be consistent! When there is consistency, staff know what to expect.  Be consistent with expectations and also be consistent when promising deliverables to staff.  According to Gartner, employee engagement is increased by 76% when there is a high level of trust, contrary to those with reduced levels of trust.

 

Tip #3 Create an environment where it is easy to ask for help. 
Meaning what:

Staff and management need to be able to express if/when they are overwhelmed and in need of assistance.  This helps to foster a oneness between management and staff as well as peers, while providing the opportunity to produce better outcomes using an organizational TEAM approach.

Right now, it is essential to build a top level on down pipeline within companies that places emphasis on engagement, trust, and support.

It is crucial to have this internal system of connectivity as all directly impact performance.  Belonging helps staff to refrain from working in silos, trust helps to increase loyalty, and being able to ask for help promotes development and adds value to the team and the end  product.

 

Senior executives need buy- in from all staff including mid-management.  These are the people who work directly with front line staff.  When leaders are on one accord, support each other and share the same vision, staff are likely to be supportive as well..  The team must always present as a united front with the end goal in mind in order to execute.  Staff buy-in also allows for creativity and participation, both are essential in the workplace.  It promotes ownership.  Ownership increases the level of commitment. 

Tip #1. Develop peer relationships. As managers, utilize an individual in the group to work directly with you to cultivate strategies.  Utilize invested staff to partner with team mates,  impart information, provide feedback, and to help share the vision. 

Meaning what:  

This further enables the facilitation of communication between the two organizational levels (managers and staff).  It also promotes social cohesion and team building.

Tip #2. Be flexible with your people. Yes, they are subordinates but that’s not the best angle to take. 

Meaning what: 

Simply put, the authoritarian approach is not the best angle when people are evaluating  many more things such as remote work, priorities, and wellness.  

Be Transparent. Respectfully convey the “working relationship” with an expected outcome or end game.

Transparency and a team approach is a prerequisite for staff buy in.  Well informed staff with a roadmap to the end product often leads to shared interest.  Staff who are vested know that the work is doable and will take pride in getting it done.

**If you’re looking for support for your teams please reach out to us at admin@twinnovativeleadership.com

Managers often struggle with leading their teams, however staff buy is essential to company growth, effectiveness and productivity.  The staff employed are a major factor when considering daily operations.  They will either help the corporation thrive or it essentially becomes defunct. There is no middle ground. Here are two tangible tips that you can use to gain more buy-in from your staff.

Tip #1.  Have open and honest conversations with staff. 

Meaning what: 

Communicating the overall bottom line and why we do what we do

Tip #2. Be supportive and help implement strategies to get it done. Meaning what: 

Being flexible, allows staff to maximize their skills and abilities to attribute to the overall goal.  Delegate and cross train when needed.

Be upfront and empower staff to meet the goal, while helping them to exercise a shared responsibility.

While staff may face challenges in some areas when completing a project/task they may excel in other areas.  Welcome their creativity and skill sets and provide an alternative for the deficit.