Roundtable: How can your organization improve productivity and staff inclusion? (Acknowledgement of work undertaken)

 Acknowledgement of work undertaken.

This is the last in this series of roundtables: how can your organization improve productivity and staff inclusion?

It is important that as leaders we acknowledge the work undertaken by our teams. To achieve a desirable outcome, it takes a team of people who input their ideas, skills, and talents.  We, as leaders, should not take all the credit for a team effort.  Unfortunately, that is often the case, and you will find that people will either discontinue to engage and ‘just do their basic job’, or they will leave to find a workplace or team that appreciates and acknowledges the work they undertake.

As a leader, it is an important skill to learn how to acknowledge the work undertaken by our team members. It shows you appreciate them; you value the people on your team, and it reflects your values. If you recognize and acknowledge the work undertaken by your team, they will grow in confidence, and positive relationships within the workplace, and be motivated to continue learning, engaging, and improving.  

You may choose to verbally acknowledge or celebrate with the team.  There may be an occasion to provide a certificate of acknowledgement or an award.  For example, you may have part of your team who have worked especially hard on a project that has won an award.  Why not have them take the stage to receive the award on behalf of the organization instead of yourself?  This sends a message that they are valued within the workplace, and you are humble enough as a leader to allow the appropriate people worthy of praise.

While it may be more personally gratifying to garner their acknowledgement of work undertaken, you will find by cultivating a culture of respect and trust, by acknowledging the team members work undertaken, your organization can become a place where people want to come under your leadership and guidance.

What are some ways you can acknowledge the work undertaken by your team members?

Roundtable: How can your organization improve productivity and staff inclusion (Listening)

Listening.

This is the third part of our roundtable series.  Previously we considered communication and appreciation.

Do you listen to your team? Do you hear their input or only your own ideas?  I am not talking about hearing the chatter and noise in day-to-day conversations.  Listening is a skill.  It is vital for anyone, especially as a leader. If you want your team to trust you and collaborate with you, then they need to know you listen and that when they speak you are truly hearing what they say.

Choose to actively listen.  Make eye contact, acknowledge, and verbalize what they are saying to you so that you understand the message they are conveying.  Ask open-ended questions and confirm their responses.

Ask them questions that dig into the conversation and cause your team members to clarify the points being raised.  Ask them to discuss further what they have learned through situations and projects.

Don’t just nod your head when they are speaking, respond to the person talking.  Allow each person to express themselves without being interrupted.  Be constructive in your responses – such as, “How can I help you with this idea?” or, “You’ve raised a great point, let’s explore this and see how it might fit in this project.”

Being an active and responsive listener will foster a culture of respect, collaboration, and engagement of ideas across the team.  As conversations take place, ensure those who are quiet are allowed to engage. If your team believes you truly listen to them, this will influence how they act in the workplace and their performance.

You set the culture of the team and the workplace.  How can you actively engage your team by listening?