Organizations that create unnecessary layers to get to the owner who is the source prevent collaboration and impede trust. When people can go to the source, efficiencies are gained, trust increases, and miscommunications decrease. This means a better quality in the products and services due to less risk associated with inconsistencies.
Hold others in regard and respect their viewpoints. Even when we don’t agree. This encourages growth. It challenges the status quo and can help build solutions that we would not have seen opportunity for otherwise.
Our brains receive 11 million bits of data per second, but the conscious mind processes only approximately 50 to 100 bits of data per second. This means that there are vast amounts of information that you may not actively see. We filter information based on our beliefs and perceptions. Together, we get a much better view of the picture.
Give feedback in a way that helps people incrementally improve vs. waiting for a particular time of year to “review the employee”. This can help generate a culture of freedom to seek opportunities to learn new skills or new areas of the business.
Similar to the previous item, in healthy organizations people are given the autonomy to proactively seek out ways they can share their expertise to help others succeed.
Healthy organizations and team focus is often who can help deliver and people are both seen and valued. In addition, leaders share the bragging rights; they help make the organization smaller by connecting people with skillsets to projects that they can contribute to – even if outside the immediate team.
When leadership understands that one of the big human needs in life is to contribute to something bigger than ourselves, they will ensure that each person connects the dots between the work that they do and the positive impact on the customer.
Work with gratitude. Leadership knows that when each person feels valued, they naturally do better quality work and collaboration increases.
Make it a goal to never catch people off-guard during mid-year or end-of-year discussions. Teach and correct in the moment to prevent recurrence and improve quality. Further, once corrected, let the person “off the hook” and acknowledge the improvement.
Build an environment where people are held to high standards of integrity and where undercutting and retaliation are not accepted. Grudges will become non-existent and focus on the work being done and supporting each other becomes most important.