5 Ways to Make Your Team Feel Valued & Appreciated

Quotes

“If you’re not in rapport, you’re not going to have a connection… Maybe it’s to be uncomfortable for change or growth, otherwise it’s strictly feeling warm and family-oriented. ” (6:24)

“Emotionally, you have to capture people with a good story. Has to be 100% real, has to be 100% authentic.” (9:00)

“If you’ve ever heard me talk of other people after I meet somebody, if I get a “wow” factor, the very first thing I say is, wow, that person’s intelligent or that person brilliant!” (12:05)

“I learned that everybody is really kind of born feeling inadequate and really feeling not worthy… shouldn’t get, shouldn’t have, and that’s the way people go through life.” (14:29)

“We give them the empowerment to make decisions. We tell them how to make those decisions. [You tell them] I trust you one hundred percent. You’re going to make mistakes and ownership is the magic to building that trust.” (15:29)

“If you look at the federal studies on where money falls in a business, it’s number 10 and there’s no real secret to that. It’s because it’s understood. Money is a bribe and that’s how I see it.” (21:09)

“If the word goal is a threat, call it a result. What do you want for the week? What do you want? What’s the outcome? Call it something.” (25:08)

Top 5 Ways to Make Your Team Feel Valued

A happy team makes for happy clients!

This week we were joined by Jim Robinson, CEO and President of CGP Maintenance and Construction Services, to discuss the top five ways to make your team feel valued and appreciated.

Build Rapport

It is essential to build rapport on the front end of any interaction. Building relationships requires intentionally asking questions and getting to know those on your team.

“If you’re not in rapport, you’re not going to have a connection… Maybe it’s to be uncomfortable for change or growth, otherwise it’s strictly feeling warm and family-oriented. ” (6:24)

Identify Learning Styles of Your Audience

Learn if your audience is kinesthetic, visual, or auditory and adapt accordingly. Jim will even look for those who are not engaging and will put in the time to change his proximity, cadence, and tone to re-engage.

When all else fails, another surefire way to connect is to be a storyteller.

“Emotionally, you have to capture people with a good story. Has to be 100% real, has to be 100% authentic.” (9:00)

Avoid Surface-Level Relationships

It is an acquired skill to learn how to transition a conversation from surface-level to deeply engaging naturally. Do this by learning and highlighting your employee’s gifts or strengths.

“If you’ve ever heard me talk of other people after I meet somebody, if I get a “wow” factor, the very first thing I say is, wow, that person’s intelligent or that person brilliant!” (12:05)

Being a question-asker and encourager not only flows into a positive relationship but can also take away the reservation in future conversations.

Give Trust Get Trust

“I learned that everybody is really kind of born feeling inadequate and really feeling not worthy… shouldn’t get, shouldn’t have, and that’s the way people go through life.” (14:29)

One of Jim’s core values is building trust by learning the negative stories people tell themselves and reshape that. Going out of your way to serve, listen and call out those self-deprecating thoughts in others can build trust faster than most anything else.

“We give them the empowerment to make decisions. We tell them how to make those decisions.[ You tell them] I trust you one hundred percent. You’re going to make mistakes and ownership is the magic to building that trust.” (15:29)

A leader should never demand trust. True leadership is shown by living a trustworthy life in front of your employees.

“You earn it [trust] by doing and being, and then you’ll actually have it.” (16:49)

Appreciate Your Employees Beyond Cash Incentives

Paychecks are essential, but what makes employees want to come back is the emotional connection. Investing in friendship creates comfort, which leads to excellence in work and employee loyalty.

“If you look at the federal studies on where money falls in a business, it’s number 10 and there’s no real secret to that. It’s because it’s understood. Money is a bribe and that’s how I see it.” (21:09)

Setting a Goal-oriented Culture

Practically speaking, to create a goal-oriented culture, leadership must create practical weekly check-ins. Jim will have each employee write out an attainable goal at the beginning of the week and check in with them at the end of each week.

“If the word goal is a threat, call it a result. What do you want for the week? What do you want? What’s the outcome? Call it something.” (25:08)

Rethinking Success

Lastly, help your employees create a working definition of what success means to them. It may take a couple of tries, but by the end, you will know your employee better, and they will have a clearer picture of what they want from life!

Continue to tune into FM Evolution Podcast weekly for more leadership tips!