Is Your Workplace Dysfunctional?
Never in history have we been so technologically connected to each other in the workplace. Email, instant message, text message, and social media have enabled us to be in constant and immediate communication with each other. Yet record numbers of people are disengaged on the job and distrust their organizations, senior leaders, and coworkers.
We are dysfunctionally connected.
Based on research from the Pew Research Center and The Ken Blanchard Companies, 81% of employees say their leaders dont listen well and 82% feel they dont receive helpful feedback. Only 34% say they meet with their boss weekly and 28% never or rarely discuss future goals and tasks even though 70% wish they did. If that wasnt depressing enough, consider that 64% of employees say they want to talk to their boss about problems theyre having with colleagues but only 8% say they actually do.
We are dysfunctionally connected.
The typical workplace is at risk of becoming dysfunctionally connected, says Ken Blanchard, author of more than 55 business books and world-renowned leadership expert. People crave a deeper human connection at work. They need to feel a more personal and authentic connection with their managers and their peers that goes beyond what technology can provide.
Creating trust and human connection starts with conversation. We have to detach from technology and actually speak to each otheryou knowthe old-school way of establishing a relationship. Demonstrating care and concern for othersbeing connectedis one of the four elements of a trusting relationship. Its a critical requirement for any successful relationship in the workplace. Heres three ways to build trust and true relational connection:
1. Have a people focus. People are more important than things. Dont get so wrapped up in the busyness of your job that you neglect to build authentic relationships with others. Take interest in the lives of your colleagues and appreciate the diversity that everyone brings to the organization. Ask people what they did over the weekend, how their kids are doing, or what hobbies they enjoy. And heres a novel idea instead of sending a colleague an IM, get out of your chair, walk down the hall, and actually have a discussion!
2. Improve your communication. I love the line from the movie Cool Hand Luke when the prison warden says to Paul Newmans character, Luke, What weve got here, is failure to communicate. That could be the motto for todays workplace. You can build trust and connection by sharing information about yourself, and if youre a leader, about the organization. Examine the frequency and ways in which you communicate and make adjustments if needed, particularly when it comes to giving and receiving feedback. Most importantly, listen. Simply taking the time to listen to people and truly empathizing with their concerns is one of the most powerful trust-building behaviors you can employ.
3. Recognize peoples efforts. Whenever I conduct training workshops I ask participants to raise their hands if they receive too much praise and recognition on the job. No one has ever raised a hand. The truth is that most people are starved for genuine appreciation for the work they do and a simple word of thanks or attaboy go a long way toward building trust and commitment. Learn how people like to be recognized and rewarded and find ways to catch them doing something right.
The leadership styles and practices of managers are key drivers of trust and engagement in the workplace. Last week, The Ken Blanchard Companies announced the release of The SLII Experience, a new learning design for its flagship product Situational Leadership II (SLII), the worlds most taught leadership model. Learning to flex your leadership style to the needs of your followers, giving them what they need when they need it, will lead to high-trust relationships that foster the kind of connection and engagement that people crave in todays workplaces.
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