In order to effectively lead teams, you need to connect with those on your team. When connecting, this is not solely professionally but also personally. If you want to ignite performance with your team members, you really need to get to know them. If you do not know your team and what motivates them, how are you going to manage each team member differently?
Your Team’s Happiness Equals Their Performance
I have witnessed many leaders that do not truly spend the time getting to know the members of their team. They also do not realize when something is not going well. Focusing solely on results and performance is going to eventually lead to unhappiness, morale issues and a culture you did not intend on creating. Identifying how your team is feeling about your leadership and organization is a fairly easy process and an important one to unravel. It also helps you become an approachable leader that your team feels comfortable opening up to.
Questions You Should Ask Your Team Frequently!
- What is going well with your leadership and role?
This is a great question to allow your employees to celebrate their victories and hard work. It sometimes is a fun process to brag about what we are doing well, lets give our employees the opportunity to do so. This is also beneficial to you as sometimes, we overlook the small things that in essence are victories, allowing your employees to brag gives you the opportunity to recognize them.
- How are you feeling?
Asking an employee how they feel is very important. This question alone increases motivation and happiness. This will also allow you to have an open line of communication with your team.
- What challenges are you currently facing?
This question allows your team member to open up to you and gives the opportunity to overcome any obstacles early on in the project. A discussion about being stuck, sometimes brings solutions immediately just by verbalizing it. How much better would your employees feel, if you assisted in helping them become unstuck.
On a scale of 1 – 10, how would you rate your happiness?
This question forces them from providing answers such as I am “good” or “ok.” This will allow you to really know how they are feeling on the inside and if any opportunities, how to coach and guide them towards success. Most employees will not vocalize that they are unhappy. You typically will find out once they are giving you their resignation. Why wait? Why lose great employees? One simple question may give an answer that empowers you with the ability to help you redirect and support your team member.
Regardless of your industry, you are in a leadership role. You are dealing with employee emotions, strengths and weaknesses. Please do not assume your team is all waking up refreshed and excited each day, ask them questions to gauge reality in order to support. Asking the questions is a great first step in a great culture of engaged employees. The next step is listening authentically for any clues.
Try the sample questions above and focus on creating an excited team. If for some reason, the questions above seem like too much to begin with, start with a simple, “How are you doing today” and listen. Think back recently, ever asked someone how they were doing and they responded with “OK.” You said great and continued with your day? “OK” does not usually mean good, definitely not great, it typically means they are frustrated, or something is not going well but they do not want to complain. When you hear “OK,” respond with just ok? Anything going on? You typically will be surprised with what comes next.
To drive yourself to the next level, would you be satisfied with mediocrity? If the answer is no, do not be satisfied with a team of people reporting to you that is doing “Ok.” A team that is doing “ok,” is a team that may shortly be looking for a career change. Connect with your people and make it a point that “ok” is not “ok,” on your watch!
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