As a manager you might very well be unaware of the impact you have on your staff. But the cold hard fact is that 9 out of 10 people who leave their job do so because of the relationship with their direct supervisor. If you don’t want to part of this alarming statistic, here is the habit that can change it…and all it will cost is your time.
You already know that it is important for you as a leader to be providing your team members with the information they need to have about their performance. But it is equally important for them to be able to provide you with similar feedback. Not only will you get information you need to be more effective and better able to reach your division’s targets, but you will show that you are serious about their input…and this matters.
Simply make it a regular thing to ask others what could be improved in your relationship with them, particularly if you have a hunch that the rapport isn’t what it should be.
- What’s going well between us?
- What could be improved with our communication?
- What should be improved?
If you are truly sincere about getting honest feedback, you’ll have the best chance of obtaining it. When you get feedback, just say “thank you” and take whatever action is needed to maintain or improve the relationship.
The information garnered about your leadership style and impact will be crucial to theirs and your success. Knowing your successes and opportunities for growth with each team member allows you the chance to create higher levels of staff engagement. And engaged employees not only stay longer but they have always been the engine of corporate success.