Introduction

Teams are the engines that drive innovation, productivity, and success. But what happens when your team isn’t functioning as smoothly as it should? Dysfunctional teams can cause stress and missed opportunities. Plus, they lower morale among team members. This makes identifying and addressing these issues crucial to a harmonious and productive work environment. Because we are huge advocates of the Everything DiSC assessment, we’re going to explore how it can help you recognize and resolve dysfunction within your team, with a particular focus on the impact of personality differences on team dynamics. We’ve said it before, and we’ll say it again. People differences trigger people problems! But luckily for you, DiSC can help. 

Recognizing Dysfunctional Teams

A dysfunctional team can manifest in various ways, from poor communication to low productivity and high employee turnover. One of the most significant indicators of dysfunction is the presence of unresolved conflicts and tensions within the team. These tensions can often be attributed to differences in personality and working styles among team members. According to DiSC, individuals fall into a combination of the four main personality types: Dominance, Influence, Steadiness, and Conscientiousness. These personality traits can significantly affect how people think, work, and communicate. When these differences aren’t understood or respected, they can lead to conflicts and dysfunction within a team. 

DiSC Personality Differences in Action

So, let’s take a look at some examples of how DiSC personality differences can cause issues among teammates.

• Dominance (D): Dominant individuals are driven, results-oriented, and often direct in their communication. They may clash with those who prefer a more collaborative and accommodating approach, such as Steadiness types. This can result in tension, as the D-types may perceive S-types as too passive or slow to make decisions.
• Influence (I): Influential individuals are sociable, enthusiastic, and creative. They thrive in a social environment and may find it challenging to work with Conscientiousness types, who are more reserved and detail-oriented. Misunderstandings can arise when I-types interpret C-types as overly critical or rigid.
• Steadiness (S): Steadiness types are known for their calm and patient nature. They prefer stability and harmony, which can clash with Dominance types’ assertiveness. The S-types may perceive D-types as too aggressive or intimidating, leading to anxiety and disengagement.
• Conscientiousness (C): Conscientious individuals are analytical, precise, and value accuracy. They may experience tension when working with Influence types, who are more spontaneous and less detail-focused. C-types may view I-types as careless or disorganized, while I-types may find C-types overly cautious and unyielding.

How DiSC Can Improve Team Culture

Recognizing these personality differences is the first step towards improving team dynamics and fostering a more inclusive and effective work environment. As a manager, you may want to incorporate one or more of the following strategies:

• DiSC Workshops: Conduct DiSC workshops for your team to increase awareness of different personality types and their strengths. Understanding that diversity in thought and work styles can be an asset rather than a liability and can transform how team members interact with one another.
• Effective Communication: Teach team members how to adapt their communication styles to better connect with colleagues of different DiSC profiles. For instance, D-types could learn to be more patient and inclusive, while S-types can work on asserting their needs and ideas.
• Conflict Resolution: Equip your team with tools for resolving conflicts constructively. Make it clear that disagreements are natural, and encourage open and honest conversations that lead to solutions. The DiSC framework can provide insights into why conflicts occur and how to address them effectively.

Be a Role Model for Transparency and Accountability

As a manager, you play a pivotal role in fostering a culture of transparency, accountability, and productive conflict resolution within your team. By embracing the DiSC framework and modeling the desired behaviors, you can lead your team by example. Here are 3 ways for you to do this. 

First, take a DiSC assessment and understand how you show up at work. Then, share your DiSC profile with your team and explain how it influences your leadership style. Being transparent about your own strengths and weaknesses creates an environment where team members feel comfortable doing the same. This openness can help eliminate judgment and reduce tension. 

Second, show that you embrace accountability for yourself and your team. Set clear expectations and hold the team accountable for their actions and commitments. Recognize and celebrate successes, but also address shortcomings and provide guidance for improvement. Encourage your team to do the same for each other. It’s not healthy for the team to just wait for the manager to step in where accountability is concerned. 

Third, show your team that disagreements can be opportunities for growth. When conflicts arise, model the behavior you want to see in your team by facilitating constructive discussions and guiding them toward resolution. Encourage open dialogue and ensure that each team member feels heard and valued. Productive conflict is just the quest for truth: what is really going on and how you solve the problem. 

Conclusion

In today’s diverse and dynamic workplace, recognizing and addressing dysfunction within your team is vital for success. The DiSC personality assessment can be a valuable tool in identifying the impact of personality differences on team dynamics and help you create a more collaborative and inclusive work environment.

We’ve all experienced personality differences at work, and most have witnessed the fallout that can occur. We are all wired differently. The key is to understand the differences so you can work better together. By utilizing DiSC workshops, promoting effective communication, and emphasizing transparency, accountability, and productive conflict resolution, you, as the manager, can play a pivotal role in transforming a dysfunctional team into a highly functional one. Remember that the power of diversity, including thought and work styles diversity, can be harnessed to enhance your team’s performance and innovation.

Are you ready to improve the dynamics and boost the productivity of your team? Brilliant People offers leadership development programs that incorporate the DiSC framework to help you create stronger, more effective teams. Contact us today to learn more about our services and how we can support your organization’s growth and success.

The Culture (R)evolution Starts With YOU!

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It’s January. The beginning of a brand new year, and one with sooo much potential. But where to start? Well, we want to give you some food for thought, especially if you’re in leadership. Here goes. Gender diversity in corporate leadership is a topic that has gained significant traction in recent years, and for good reason. A growing body of research suggests that elevating more women into the upper ranks of companies is not just a matter of equality and social justice but also a sound business strategy. In this blog post, we’ll explore the top six reasons why having more women in leadership positions benefits businesses. We’ll also offer tips on how men can support and encourage this positive change. With that being said, let’s dig in!

1. Diverse Perspectives Drive Innovation

One of the most compelling arguments for increasing the number of women in leadership roles is the power of diverse perspectives. Women often bring unique viewpoints, problem-solving approaches, and insights to the table. When a leadership team is composed of people from various backgrounds and experiences, it creates a fertile ground for innovation. In fact, companies in the top quartile for gender diversity on their executive teams were 25% more likely to experience above-average profitability according to McKinsey & Company.

2. Enhanced Employee Engagement and Retention

Women in leadership positions can serve as role models for female employees, motivating them to aim higher and stay with the company. This, in turn, improves employee engagement and retention. A study by Gallup found that companies with a higher percentage of women in leadership positions have more engaged employees and experience lower turnover rates.

3. Improved Financial Performance

The financial benefits of gender diversity in leadership are well-documented. A report by Credit Suisse revealed that companies with at least one woman on the board outperform those with no women in terms of share price performance. Moreover, a study conducted by the Peterson Institute for International Economics found that companies with women in leadership roles were more profitable.

4. Better Problem-Solving and Risk Management

Diverse leadership teams are more effective at addressing complex challenges and making better decisions. Women in leadership roles tend to be more risk-aware and have a different approach to problem-solving, which can be a valuable asset. A survey by Harvard Business Review found that organizations with diverse leadership teams are better at making risk-aware decisions.

5. Enhanced Reputation and Stakeholder Trust

Companies that prioritize gender diversity in their leadership teams often enjoy a stronger reputation and greater trust from customers, employees, and investors. Research by Edelman found that businesses with diverse leadership teams are perceived as more trustworthy and are more likely to attract loyal customers.

6. Profound Impact on Organizational Culture

Women in leadership positions provide a presence that fosters a more inclusive, empathetic, and collaborative workplace. For example, an increase in the percentage of women in leadership roles is associated with a more positive organizational culture. And companies with a higher proportion of women in leadership roles have a more inclusive and collaborative culture.

Supporting Women’s Leadership Aspirations

Achieving greater gender diversity in leadership positions requires the active support and involvement of both men and women. Men can play a significant role in promoting and championing women’s advancement in the corporate world. The following are some ways in which men can help.

• Mentorship: Men can serve as mentors and sponsors for women aspiring to leadership roles. Sharing knowledge, providing guidance, and offering opportunities for skill development can be instrumental in women’s career growth.
• Equal Opportunities: Men should actively advocate for equal opportunities and fair treatment of women in the workplace. This includes ensuring that women have access to challenging assignments and promotions.
• Encouragement: Men can encourage and empower their female colleagues to voice their ideas and opinions, ensuring they are heard and respected in meetings and decision-making processes.
• Inclusive Leadership: Men can lead by example, practicing inclusive leadership and promoting a diverse and respectful work culture that values all employees’ contributions.
• Investment in Development: Supporting women’s leadership development through training, leadership programs, and networking opportunities can help them acquire the skills and confidence necessary to climb the corporate ladder successfully.

In Closing

The evidence is clear: diversity in leadership leads to innovation, better financial performance, and improved organizational culture. By actively supporting women’s leadership aspirations and championing their advancement, both men and women can contribute to a more diverse, inclusive, and successful corporate landscape. This means that elevating more women into the upper ranks of companies is not just a matter of fairness; it’s a powerful business strategy. It’s time for businesses to embrace the numerous benefits that come with gender diversity at the highest levels of leadership.  

Note: It’s essential to acknowledge that the conversation around gender diversity extends beyond the binary understanding of male and female. In the journey towards a more inclusive corporate landscape, we must also recognize and uplift individuals who identify outside of traditional gender categories. By fostering an environment that respects and values all gender identities, we create a more inclusive space where everyone can thrive and contribute their unique perspectives.

Brilliant People is a women-owned and operated leadership development consultancy based in Austin, TX.  Call us today to start your very own Culture (R)evolution. 

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As we look to the year ahead, we want to start dripping ideas on managers so they come out of the shoot ready to build high-performance teams. The idea of team building may sound like fluff to some, but it’s absolutely necessary if you want a cohesive team that produces. In the fast-paced world of modern work, the importance of team building really cannot be overstated. Building strong bonds within a team is not only crucial for achieving common goals but also for promoting a healthy and inclusive work environment. Incorporating team-building activities into weekly meetings is an effective way for managers to nurture team cohesion and individual well-being. The time invested is well spent because when you allow team members to be their authentic selves, these activities can significantly boost team morale, engagement, and productivity. So, let’s explore five types of team-building activities that managers can integrate into their weekly meetings, along with the underlying research supporting this approach.

The Benefits of Authenticity and Fun at Work

Promoting authenticity in the workplace is about encouraging employees to be themselves, share their unique perspectives, and express their thoughts and feelings openly. Employees who feel they can be authentic at work are more engaged and experience greater job satisfaction. The following are some suggestions and the research that backs them.

1. Sharing Stories: 

Begin your weekly meeting by allowing team members to share personal stories or experiences unrelated to work. This can be a lighthearted way to break the ice and encourage team members to open up and connect on a personal level. To prove this idea, look no further than a recent study published in the Harvard Business Review that found that employees who share personal stories at work are perceived as more relatable and approachable by their colleagues, leading to stronger team cohesion.

2. Team-Building Games: 

Incorporate games or challenges that require teamwork and collaboration. Building in this type of fun on a regular basis is good for morale. Games like escape rooms, trivia quizzes, or brainstorming sessions also encourage creativity and problem-solving. In fact, numerous studies indicates that teamwork is positively related to important team effectiveness variables, including team performance, group cohesion, collective efficacy, and member satisfaction. 

3. Lunch or Coffee Breaks: 

Designate time for team members to have lunch or coffee breaks together. Encourage casual conversations that help employees get to know each other on a personal level. Providing time for people to get together to discuss things unrelated to work is key to building relationships and it’s crucial for remote folks. 

A report in the Harvard Business Review suggests that informal social interactions can lead to improved team communication and cooperation, ultimately boosting productivity. 

4. Volunteer Activities: 

Arrange for your team to participate in volunteer activities as a group. Giving back to the community fosters a sense of purpose and can strengthen team unity. Research from the University of Exeter shows that volunteering together can enhance feelings of togetherness and job satisfaction, ultimately benefiting both the team and individual well-being. Plus, most people feel really good after helping someone else. 

5. Team Building Workshops: 

Invite external facilitators or experts to conduct team-building workshops during meetings. These workshops can focus on improving communication, conflict resolution, or stress management skills, etc. Team-building results in building trust between employees, increasing employee engagement, encouraging communication, mitigating conflict, and increasing collaboration. 

The Power of Authenticity and Mental Health

As managers look to the new year and how they can improve, they need to truly consider the mental health of their employees because it can affect the team profoundly. By allowing team members to be their authentic selves at work they will help ensure that mental health will be affected positively. Studies show that when team members can bring their whole selves to work, they are more likely to:

• Experience reduced stress and anxiety, leading to better mental health
• Build stronger relationships with colleagues, resulting in a supportive work environment
• Demonstrate increased job satisfaction and engagement
• Collaborate more effectively with their peers, ultimately leading to improved team performance

By integrating team-building activities that promote authenticity into weekly meetings, managers will not only strengthen their team but also create a more fulfilling and harmonious work environment for everyone. 

Let us help you start 2024 right. We provide team building workshops on personality, productive conflict, emotional agility, and management. Get in touch with Brilliant People today. 

The Culture (R)evolution Starts With You!

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In a world filled with noise and distractions, it’s all too easy to let the art of genuine communication slip away. But as we navigate our professional lives, we must remember the importance of truly listening to one another. This principle holds true not only in the manager-to-direct report relationship but also among teammates and when dealing with customers. Through the lens of these relationships, we will explore the concept of active listening and its profound impact on mental health, employee engagement, and overall business outcomes.

Manager to Direct Report

 “The most important thing in communication is to hear what isn’t being said.” – Peter Drucker

When it comes to the manager-to-direct report relationship, active listening is the cornerstone of effective leadership. Active listening means not just hearing words, but also understanding the emotions, needs, and concerns that lie beneath the surface. As a manager, honing this skill involves making a conscious effort to engage in one-on-one conversations, asking open-ended questions, and being fully present when your team members are speaking. This approach fosters trust, enhances job satisfaction, and ultimately leads to improved mental health for both the manager and the employee.

Teammate to Teammate

“The art of conversation lies in listening.” – Malcolm Forbes

Strong collaboration within a team hinges on the ability to listen actively to one another. In the realm of teamwork, active listening is about creating an environment where each team member feels heard and valued. To refine this skill, teams should encourage open communication, set aside ego, and give their undivided attention to their peers. This kind of listening promotes mutual respect, reduces conflicts, and boosts employee engagement. Engaged team members are more motivated, creative, and committed to achieving common goals.

Employee to Customer

“Your most unhappy customers are your greatest source of learning.” – Bill Gates

In the context of business, perhaps the most crucial relationship is that between employees and customers. Active listening to customers not only satisfies their need to be heard but also provides valuable insights for business improvement. Employees who master the art of listening to customers can gain a competitive edge. By actively seeking feedback, addressing concerns promptly, and tailoring products or services to meet customer expectations, businesses can achieve higher customer satisfaction and loyalty. This not only enhances business outcomes but also elevates the mental well-being of employees who feel a sense of purpose in their work. 

The Broader Impact of Active Listening

Active listening fosters a sense of empathy and connection among individuals. When people feel heard and understood, it reduces stress, anxiety, and feelings of isolation. This, in turn, leads to improved mental health and well-being, benefiting both employees and their managers.

Active listening also enhances employee engagement. Engaged employees are more productive, innovative, and committed to their work. Active listening promotes open and honest communication, which encourages employees to share their thoughts and ideas freely. This engagement results in a more motivated and satisfied workforce.

And lastly, active listening produces positive business outcomes. Happy, engaged employees who actively listen to customers contribute to better customer satisfaction, loyalty, and repeat business. This, in turn, positively impacts the bottom line, driving higher revenues and profitability.

To Conclude

Active listening is a fundamental skill that can transform relationships within organizations and elevate overall business performance. It enhances mental health, boosts employee engagement, and leads to superior business outcomes. This holiday season, as we navigate our professional lives, let us remember the power of truly hearing one another. By valuing the voices of our colleagues, we can create a workplace where everyone thrives and businesses flourish.

Build better relationships with Brilliant People. Our personality development, productive conflict, and management training sessions are all geared to help you improve your ability to actively listen. So, call us today.

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Motivating employees is a crucial aspect of effective management. After all, when employees are motivated, they are more engaged, productive, and committed to their work. Motivated employees also tend to stay with their organizations longer, reducing turnover and the associated costs. As a manager, it’s your responsibility to create a work environment that fosters motivation. Today’s blog post will give you 5 effective strategies managers can use to motivate employees.

1. Recognition and Appreciation

One of the most powerful motivators for employees is recognition and appreciation for their hard work and achievements. This is really a basic human need. And when employees feel valued, they are more likely to go above and beyond in their roles. In fact, research published in the Journal of Applied Psychology showed that when employees perceive their supervisors as appreciative, they are more committed to their organizations. To show appreciation for hard work managers can publicly acknowledge employees’ contributions in team meetings, highlighting specific projects where an employee excelled, provide a certificate of achievement

2. Opportunities for Growth and Development

Employees are motivated when they see a clear path for personal and professional growth within the organization. Managers can facilitate this by offering opportunities for skill development, advancement and mentorship. When employees know they can grow within the company, they are more likely to stay motivated and engaged. And according to a study by Mercer, they’re more likely to stay with their current employers. Managers can create development plans for employees with clear goals and that include training sessions or other professional development. And it’s important to realize that soft skills training is just as important as training for hard skills. 

3. Effective Communication

Open and transparent communication is essential for motivating employees. Managers should regularly communicate with their teams, providing feedback, setting clear expectations, and involving employees in decision-making processes. When employees understand their role and how it contributes to the overall success of the organization, they feel more motivated and engaged. A manager might hold weekly team meetings to discuss ongoing projects, share client feedback, and address any concerns. During these meetings, the manager should encourage team members to share their ideas and opinions. When employees feel that their voices are heard and their input is valued, they are motivated to actively participate in projects. 

4. Incentives and Rewards

Incentives and rewards can be effective motivators when used strategically. Managers can implement various incentive programs such as bonuses, promotions, or special recognition, to encourage employees to achieve specific goals or targets. And rewards can be big or small, depending on the manager’s budget. Extra vacation days are always welcomed by employees as are e-gift cards to your local coffee shop. Or a manager could set up an employee of the month/quarter/year award. There are even reward platforms available where you can track and reward in one place. Just remember that it’s crucial to tie incentives to meaningful achievements and ensure they are fair and equitable. 

5. Supportive Work Environment

Creating a supportive work environment is fundamental to employee motivation. Managers should foster a culture of trust, collaboration, and well-being. When employees feel supported and can maintain a healthy work-life balance, they are more likely to remain motivated and engaged. One of the best ways a manager can do this is to provide flexible work hours and remote work options. You could also provide wellness programs, such as yoga classes or mental health resources, to help employees manage stress. By prioritizing their well-being, you create an environment where employees are motivated to give their best. And bonus, a study published in the Harvard Business Review revealed that employees who feel their managers care about their well-being are less likely to leave their jobs.

To Wrap It All Up

Motivating employees is a continuous process that requires dedication and effort from managers. By utilizing these five effective strategies (recognition and appreciation, opportunities for growth and development, effective communication, incentives and reward and a supportive work environment) you can create a motivated and engaged workforce. However, each employee is unique, so it’s essential to tailor your motivational strategies to their individual needs and preferences. Ultimately, when employees feel motivated and valued, they contribute to the success and growth of your organization.

Whether you manage a team of one or many, improve your management skills with the Management training by Brilliant People. Contact us today!

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Engaging with and motivating remote employees as well as creating a true team atmosphere is no easy feat. Team members don’t have the opportunity to learn from each other’s in-person behaviors nor can they witness office protocol first-hand when there is no regular in-person team interaction. Without the water cooler effect of office life, individuals end up operating in their own silos with the result being increased loneliness (by 67%), a lack of connection (94% agree), and feeling like they don’t truly belong (40%).

Conversely, when an employee feels connected and like they belong there is a whopping 56% increase in job performance. With no end in sight to remote working, creating cohesion should be top priority for anyone in management. To create a high-performance remote team, a manager should work to overcome these three issues: communication, isolation, a lack of supervision. 

The Issue of Communication

First, let’s look at the art of communication. It’s important that managers set a standard for communication during the hiring process and then stay consistent thereafter. For quick interactions, text chats are fine, video calls are usually best for real-time collaboration. Communicating remotely through a medium like Zoom is better than just email because it allows employees to see a manager’s expression and hear voice intonation. However, just telling someone what to do isn’t enough. To be truly effective at creating a high-performance there needs to be more nuance in management style.  

Most importantly managers should get to know each of the employees well enough that they can communicate with each in a way that resonates with them. For example, verbal instructions only really work for auditory learners, so they should always be followed up with written communication. Preferably through email, where employees can return as needed to that documentation.  

Communication is also important as a means of making remote workers feel connected to their team members. Since they are not in the office on a regular basis, they can miss out on important conversations and updates that happen in the moment.  Keep your teams organized with project management tools and access to a secure cloud. And make sure to regularly check-in and hold team meetings and one-on-one sessions to keep everyone informed, address concerns, and foster collaboration. 

The Issue of Isolation

Now, let’s talk about isolation. Remote employees like the work-life balance that comes from working remotely. However, they often feel isolated because they miss out on the social interaction and sense of community that comes with working in an office environment. This can lead to feelings of loneliness and eventually burnout. Helping remote workers feel connected to their team and the organization at large is crucial to keeping them happy, engaged, and productive.  

As we’ve said before, team members who get to know each other well and find commonality have the best opportunity to become a high-performing team. To help them do this, managers should encourage social time for the team. If they are part-time remote and come into the office occasionally, organize outings or in-office meals where team members can come together socially for some downtime.  

If they are completely remote, encourage social hours over Zoom. You could also host a once-a-week hour for people to trade stories around a particular theme like where they grew up and what they liked to do as a kid or what their first job was and what they learned from it. The more teammates get to know each other, the more they will understand why teammates show up at work the way they do.  

A Lack of Supervision

Last, let’s look at a lack of supervision. Remote work requires a higher level of autonomy, so it’s important to provide your team with a clear understanding of what needs to be accomplished and the expected outcomes. And yet, some remote workers may feel less supervised and accountable for their work, leading to decreased productivity and quality of work.  

A manager must consider the strengths and struggles of each teammate and provide the correct amount of supervision without micromanaging. Breaking down larger projects into smaller milestones and setting realistic deadlines will be really helpful. Regularly reviewing progress, providing feedback, and offering support when needed are important for the entire team. But it is imperative for those that need a little more structure.   

Conclusion

In summary, managers have three important issues to overcome as they manage remote teams: communication, isolation, and a lack of supervision. And as stated, there are ways to accomplish this. It’s also important to remember that each remote team will have a certain dynamic and specific needs, so a manager must learn to adapt their management style accordingly. Regularly seek feedback from team members to ensure that the strategies and approaches implemented are effective and actually address their unique circumstances. Doing so will help to ensure everyone is aligned and working toward becoming a high-performance team. 

If you’d like your managers to build high-performance teams, contact us today! We offer a fantastic management training program based on DiSC theory.

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To win the war for talent, you must shape the culture so that your company attracts the right people. As the Great Resignation has proven, unhappy workers whose employers aren’t cutting it are quitting in droves. In fact, one-quarter of employees resigned over the past six months and the No. 1 reason listed for quitting was “toxic company culture.” Things like a lack of recognition, favoritism, unhealthy communication, gossiping, and poor management skills can all contribute to a toxic culture. So, what’s an organization to do when it can’t completely start from scratch? Embrace the potter’s philosophy. It’s an old metaphor, but an apt one when it comes to creating culture. And it only involves three steps: pick the clay, center the clay and mold the clay.  

Step 1: Pick the clay 

There are four different types of clay that potters use: Earthenware clay, Stoneware clay, Ball clay, and Porcelain. All can be used but the end result for each will be different from the others because of its color, texture, and flexibility. In business, it’s no different. To create a culture that will attract and retain the best employees, you must first pick the right people to be a part of the culture. Building diversity is key. Individuals with different backgrounds, life experiences, personal characteristics, skill sets, and viewpoints are necessary to construct a high-performing team.  

Of course, people differences often trigger people problems, so it is important for a manager to choose people who are supportive and collaborative team players, but also results-driven. And it is just as important that the manager provides opportunities for the team to get to know each other’s personality types and work styles. Taking the time to choose the right people and then creating cohesion by helping them to get to know each other to build trust will create a solid foundation for the team. 

Step 2: Center the clay 

Once a potter has chosen the type of clay they will use, it’s time to center it on the potting wheel. This involves getting a ball of clay to evenly distribute across the middle of the potting wheel. It doesn’t sound hard but it’s actually one of the most frustrating parts of preparing the clay. Centering the clay is like aligning employees to the mission and values of the organization, so it’s an essential step. Employees have always wanted to know that what they do at work is important, but for many, this desire is now one of the biggest factors contributing to whether they stay at their job or take their skills elsewhere. Basically, the pandemic caused a shift in how we view work. So much so, that fifty-two percent now say they question the purpose of their day-to-day job. And 92% said the pandemic made them feel life is too short to stay in a job they weren’t passionate about. 

Sadly, when employees feel they have little purpose, they begin to disengage. They care less and so lose the desire to do their job well. This lack of motivation trickles down and causes productivity to suffer. Ultimately, unhappy people create an unhappy workplace culture. A good manager, however, will start during the hiring process to make sure that all team members know just how much their work matters and how it ties in with the mission statement and values of the organization.  

Step 3: Mold the clay

Molding the clay is where the potter works the centered clay on the potting wheel to create the sculpture of their choosing. One aspect of this step is the act of smoothing out the clay with the fingers. This process is like the idea of providing feedback to employees in order to help them become the best that they can be at their jobs. And yet it’s one of the things managers struggle with the most.  

Over two-thirds report that they are uncomfortable with giving feedback to those they manage, especially if it’s negative feedback. But this is hands down the best way to help mold employees into high-performing members of the team. When feedback is given regularly and appropriately, it models a two-way communication loop which decreases office conflict and helps people feel valued and recognized. This is so important that nearly 60% of employees surveyed stated that they would like feedback on a daily or weekly basis — a number that increased to 72% for employees under age 30. Regular feedback (mostly positive!) by management is a necessary component of building a high-performance team.  

3 Steps to Success

A beautiful piece of pottery represents skilled craftsmanship, not unlike the manager of a thriving workplace culture. The potter chooses the right clay and the manager chooses the right people. The potter centers the clay and the manager centers the team by aligning them to the company’s mission and values. And lastly, the potter molds the clay, just as the manager uses feedback to mold the members of the team. All three steps are necessary to create high-performance teams that will sustain the company culture.  

To begin this process, contact us today! We provide a comprehensive continual learning model that achieves results! 

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The Issue

Organizations all over the country are struggling to find the secret to keeping their workforce intact. According to McKinsey & Company more than 19 million US workers have quit their jobs since April 2021, and the trend doesn’t appear to be slowing. The reality is that today’s post pandemic workers need more than a paycheck to keep them in their current roles. And what they want is so basic it’s hard to believe that so many companies haven’t figured it out yet. Employees just want to have one very important emotional need fulfilled: the need to be recognized for the work that they do. In fact, 79 percent of employees who quit their jobs claim that a lack of appreciation was a major reason for leaving. (NBC) 

And yet 81 percent of leaders say recognition is not a major strategic priority for their organization. Part of the problem is that the idea of ‘emotional needs’ at work makes many in leadership a bit squeamish. Even though the reality is that emotional needs are like oxygen to an individual’s psyche. They aren’t just ‘nice to haves’. When these needs aren’t met, the desire to engage and produce dies. This should be Employee Engagement 101 because it’s a simple equation: Work – Unmet Emotional Needs = Disengagement. And the answer to this problem is just as simple: Work + Emotional Needs Met = Engagement 

Recognizing individuals for work that positively contributes to the overall health and wealth of a company isn’t difficult and it’s absolutely necessary to encourage employees to stay put. In addition, showing appreciation for work not only encourages people to stay with a company, but it also serves to improve the company culture. And since Brilliant People is all about improving culture, today we’re going to look at three simple ideas that companies can implement to help their employees feel appreciated and recognized for their contributions. 

Recognize by Offering Growth Opportunities

According to a recent survey by Deloitte of over 16,000 individuals, across organizational levels, generations, genders and Business Chemistry types, the most desired type of recognition is to be offered a new growth opportunity. Many employees are actually looking to grow and stay with their organization. So, being offered a way to improve is validating.

It shows that the employee is not only appreciated for their work but also that the employer feels they are capable of learning more and doing more. Professional development around personality, emotional intelligence, productive conflict, and team dynamics are excellent opportunities to improve the  individual but will also impact how they communicate and collaborate with both their peers and leadership. 

Recognize the Milestones

Another strategy to recognize employees is to publicly and privately celebrate milestones. These might include a birthday, an annual anniversary, meeting a team sales goal, or a promotion. Public announcements by the overall organization are important but it’s also crucial for managers to understand how their direct reports prefer to be recognized. We don’t all want the public calling of our name so that everyone else can clap.

Many would much prefer something as simple as a personal thank you note with genuine words of appreciation.  Recognizing milestones is something that matters to recent hires and the more seasoned employees alike. Anyone will feel special when the organization as a whole recognizes their commitment to the company’s values and bottom line.  

Recognize the Little Things

The last strategy we want to encourage is embracing the idea of micro-recognition. This differs from the macro-recognition of milestones because it’s unstructured, and should happen organically, individual to individual. Of course, this means that leadership, from the CEO down to the front line manager, must model this behavior for it to be ingrained in the culture of the organization. And when they do, it’s a beautiful thing. People who work together daily are in the best position to witness the efforts of their coworkers. This is true of the big wins but also the small daily things that are incredibly necessary, but can often go unrecognized. 

Recognition is the Answer

Whether you are a manager of a team or the CEO of a company, the effects of the Great Resignation are affecting your potential. So, take the necessary steps to keep the people that you value by showing them that they matter as individuals and that their work is critical to the success of the organization. After all, when employees feel appreciated, they’re more likely to be engaged at work. In fact, reports from the Society for Human Resource Management, show that 79 percent of the employees tend to work harder if there is an employee recognition program active in the workplace. So what are you waiting for? Get out there and start showing some appreciation! 

Showing appreciation by offering professional development can be solved by Brilliant People. We offer personality, emotional intelligence, productive conflict, and team training. Call us today!

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