How Connected Are You With Your Employees?

This is a question that leaders must be asking themselves every day in order to keep their organization well-staffed, competitive, and sustainable.

The Loss Of A Personable Organization

You want your organization to be warm, friendly, and make people feel appreciated. So why do organizations sometimes become cold and distant?

It doesn't matter if it's a business, organization, non-profit, small business, or educational institution; as organizations grow, they lose the warmth and friendliness they once had.

It's not intentional. It slowly happens until one day; people notice that things aren't the same. People accept that the organization is cold and mechanical.

But what if you could change this trend? What if there was a way to bring back a relational connection to the organization?

Understanding The Cause

Most organizations and businesses start off right. They have a small group of people, and the atmosphere is relationship-centered.

Each persons' work is evident and appreciated. Communication is open, and everyone always knows what's going on. Shared vision and purpose are driving everyone forward.

Because of this relational structure, the business or organization prospers. Soon, the organization is growing, and things are changing fast.

Having time to talk about the organization, its plans, and how to move forward begins to go by the wayside. It is no longer feasible to get everyone together in the breakroom and discuss what's going on.

Artificial Relationships

Slowly but surely, to deal with more people, more activity, and greater demands, relationships give way to processes. It happens in small steps, and you feel it will make things better and keep everyone in the "loop," but it doesn't.

The simple answer is that processes are easier to maintain and scale than relationships. It is easier to have a communications department generating newsletters and updates than for the CEO to talk to everyone.

Most growing organizations create an in-house process for connections with their employees. They try to automate the employee relationship to enhance productivity.

While it's better than nothing, it feels transactional and cold to the employees. Relationships take work and time to maintain, and there is no substitute for a person-to-person connection.

The Cost of Weak Relationships

Currently, employee loyalty is at an all-time low while resignations are climbing. Employees today feel like they are the back rider on a bicycle built for two.

They know from the strain on the pedals they're going uphill, but they can't see clearly around the person in the front. They have no say in where they are going yet are asked to pedal harder every day.

This is a scary time to be an employee. Organizations overestimate the security and optimism of their employees. People are unsure and insecure. It's time to bring them back into the fold with a relationship-based approach.

A Strong Core

We teach organizations and companies to focus on three core elements for their overall health and effectiveness. Those three cores are Values, People, and Purpose.

These three focal points will determine profitability, viability, and sustainability. The focal point of People is probably the most volatile, challenging, and rewarding part of the three. Handled correctly, it can drive discretionary effort, loyalty, and retention.

Three Relationship Keys

The first thing your employees must feel, from "their "perspective, is that you know them. You must know what they are thinking, where they want to go in their career, and how they are coping right now.

The second thing they need to feel confidence in is your ability to show them the steps for improving their career and how to navigate the challenges that will inevitably come along.

Finally, they need to know that you will get invested in helping them grow personally and professionally. This means helping them see where they should go and how to get there.

3 Steps to Reverse the Trend

Create relevant conversations that include two-way communications between employees and leadership.

Focus your conversations on the development of the employee to further their life both personally and professionally.

Build dynamic relationships on dialogs, not processes. These dialogs reveal many things you need to know to lead effectively and create a solid and loyal following.

Making It Happen

You’ve invested a lot of time and money hiring and training your people. Protect that investment by knowing how to help maximize each person’s potential.

If you would like to discuss how we can help, please contact us. We have the tools, knowledge, and experience to help you build stronger relationships with employees.

Let’s start a dialog that leads to a relationship that benefits your leadership and those you lead.

Let's connect and talk about how we can work together to build relationships in your business or organization.