From Glazed Eyes to Focused Minds How to Get Your Team to Embrace Your Vision
Running a successful business can seem impossible if you feel your employees aren’t listening and giving you their full attention. Have you ever talked with a team member, giving them vital instructions for a task, only for them to respond with a slow head nod and a glazed-over expression? They likely didn’t ask follow-up questions or assert that they understood your directions. They simply heard what you said and will take it from there, creating a frustrating disconnect. Many business owners and managers don’t know how to tackle this dilemma effectively. They’ll often respond negatively to their team, increasing their frustration and causing their team to feel disrespected, which worsens the situation for everyone. You can’t yell, belittle, or fire your team members when this happens; you’ll only make the problem worse and create a hostile work environment. Instead, you have to get your team to buy into the business, their daily duties, and everything else to ensure you can run a successful business for many years. So, what’s the secret to getting your team to listen to you intently? Here are three strategies you should implement to see if they improve your team’s response. Get your team to buy into your business and core values. Let’s remove the elephant from the room right away. Most people who apply to work for you and accept an offer of employment are not committed to the business and its ideals from the get-go. They initially start working for your company for a paycheck and experience in the industry. It’s during their
first few days, weeks, and months that you can get them to buy into the business and believe in your values, but they won’t do this without effort on your part. You need to figure out why your employees should believe in what you do. Start by asking yourself a few valuable questions. Why does your business exist? Why do you need a team? Why are you asking your team to perform a specific task? These shouldn’t be difficult questions for you to answer, but your employees won’t likely consider them during their daily shifts. You must explore the answers to these questions and then share them with your team. By doing so, you’re giving them a purpose behind any request. When you have the right players, sharing this information helps them get on board and emotionally connect to the business. When everyone is working toward the same goal, it creates a more friendly and productive work environment. Trust goes both ways. Many business owners live with the idea that it’s my way or the highway. This does not create a great work environment. If you want your team to trust in you and what you say, you need to reciprocate it. This is a slow process and will take time to build. Don’t micromanage your team unless you have to. You hired them to do a job and take on specific responsibilities, so let them. If you find this challenging, start small. Delegate smaller tasks to your team until they’ve fully earned your trust. Then, you can pass off more significant responsibilities. This will help you build influence with your team while giving you more time to focus on tasks vital to your business’s success. Be clear with your expectations. Don’t be vague. You must be clear with your team and share your expectations to achieve the desired results. Sometimes, your employees won’t know exactly what they must do to accomplish your goals. Walk them through specific tasks when necessary and explain what the result should be. Once your team understands what they need to do and why it’s crucial to the business’s overall success, they’ll be less likely to make mistakes. When your team believes in your business and everything you’re trying to accomplish, you’ll notice immediate boosts within every aspect of your business.
2 TreeServiceDigital.com
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