I’ve been hearing so much about company culture and staff retention lately. I have a view on this, particularly because both the problem and the solution are to do with people.
It’s all down to how we make them feel, how we treat them and how we understand each other’s communication style and behaviour. It’s significantly more costly to replace a shining team member than to retain one. Think of what it costs you to recruit, train and integrate a new team member. Add to this to the cost of the lost relationships with clients and business partners which could take years to establish with a new team member.
Some of my most difficult experiences as a leader came about because of people. People that reported to me and people I reported to. Some understood my way of working and appreciated my leadership style and others didn’t. Some welcomed my directness and strong will to get things done quickly while others saw this as me being too driven and pushy. At times I put the wrong people together in a team, or my expectations were too high, or I would be left disappointed by the lack of enthusiasm and speed of the results being delivered.
Do you ever wonder why some people make everything so convoluted and others just get on with it effortlessly?
The burning question is: “How do you hold on to the people that you need, and attract the best people to join your business?”
If there is one thing that I know for sure, it’s that keeping your workforce has very little to do with remuneration and absolutely everything to do with the culture of the company, the people who work there, and also with job satisfaction.
My personal notes to self:
1. Value your people
What I mean by this is showing you care by showing an interest in your team’s personal issues. Treat them like people who have personal lives with personal relationships and interests outside of work. A small act of kindness can increase the ties between you, your business and your team’s commitment to the vision of the business. When people feel like a valued, heard, integral part of a business, they won’t easily leave for a bigger salary.
- Deal with toxicity promptly
Toxic team members are sometimes ignorant to their behaviours and to the negative effect that they have on others. They will usually be defensive and quick to respond when questioned on their behaviour. Address behaviours that you expect to see, develop a plan, and let them know what you expect them to change; as well as what the consequences will be if they don’t.
Stick to your word.
- Dig for diamonds
Know, value, and recognise each individual’s innate strengths. And they all have them! It’s unreasonable to expect that everyone needs to be good at everything and this expectation limits growth within a team. Valued traits such as influencing, directing, creating, processing, detailing, persisting, and relating should be well-placed for specific projects and roles. Put individuals in a place where they’ll shine like diamonds! When team members recognise their own strengths, they can capitalise on them; and knowing the strengths of others will create a cohesive and positive team.
- Boundaries abound!
I think this year has been a strange turning point and a reality check when it comes to boundaries. Let’s face it, setting boundaries in specific areas of our lives was a lot easier until we mixed up work and home life and we’ve never had a more urgent need to put them in place. Boundaries are about exercising your choice of voice. Having a set of reasonable boundaries can help shift your perspective and give you the confidence to say something as simple as “no” when it’s needed. Accept that you can’t please everyone, communicate your needs honestly and clearly, and stop apologising for saying NO.
- Teamwork makes the dream work
Team dynamics impact on the success of every project and ultimately on the bottom line of businesses. By knowing and understanding each individual team member your communication will improve, empathy levels will rise, and you’ll develop cohesion and trust amongst the team. People thrive when they feel valued and heard and productivity levels are very closely aligned to engagement. The more engaged you are with your team members, the more likely they will be productive and engaged in the success of your business. This requires more effort from the manager as well as each team member, but the benefits outweigh the extra effort it will require.
What Style Manager are You?
There are different management styles just as there are different DISC styles. Do these styles remind you of your own style? Does it remind you of, or resemble your boss?
The Delegator – This style likes to make strategic decisions and then hand their decisions off for others to implement and refine. They are not afraid to assign projects to their team but usually expect high-quality work. Where do you think this style might manage best? (Hint: Often, in crisis situations they get things done and can immediately take action – if they have a good team around them.)
The Encourager – This cheerleader type is constantly trying to motivate their team. Where do you think this style might manage best? (Hint: It’s any place where there is also some substance and hands-on involvement. Don’t just encourage me, help me!)
The Instructor – They like to “teach” and instruct so others might know more or be capable of performing more tasks competently. Where do you think this style might manage best? (Hint: In situations where there is a large learning curve, and where it is important to bring all the team members to an equal level of competence).
The Rewarder – They like to promote contests, team goals, etc. and often tie some type of compensation or “gift” (like a day off or a trip) to their winners. Where do you think this style might manage best? (Hint: It’s often when the positions are competitive within their own nature - like sales).
The Compliant – Great at making sure corporate policies and procedures are always adhered to or met. Where do you think this style might manage best? (Hint: A highly regulated industry!)
The Theoretical – This style is very creative and is constantly trying out new ideas and theories for success. Where do you think this style might manage best? (Hint: Think marketing, ad agencies, public relations companies)
The Operational – Efficiency is their motto, and their team operates as a well-oiled machine. Where do you think this style might manage best? (Hint: Think manufacturing, engineering, or other fields which require a high degree of business strategy with the ability to logically and efficiently implement the ideas).
Which is best? It’s being able to adapt and use the strengths of each style. Think about the best boss you’ve ever had. What style do you think they were? Why did you enjoy their style? Do you think you have a similar management style? (Hint – Styles usually attract one another, so chances are your favourite boss met those needs and you were similar in style.)
Discovering your management style
TM Reworked always recommends that you understand yourself first and then attempt to understand others. DISC measures 41 different styles and the 4D (the 4 Dimensional Report) can help you understand 1 440 points of success. This is how many combinations of positive attributes we take measurement of and combine into your condensed reports!
