If you want to build a truly thriving workplace culture, connection is critical! 

By fostering meaningful relationships between your leaders and employees, you can create a more efficient and collaborative work environment, with high retention and low attrition rates (who doesn't want that?)

First step, get all your crucial players on board

We’re talking the leaders in your business - managers, department heads, even the CEO. 

When your employees feel empowered and supported by the leadership around them, that’s when real change happens. This is when they start being advocates for your company, feel motivated and excited to come to work, make a difference and go above and beyond. It’s important to show your people that honest and open communication with their leaders is valued and actually encouraged and that hard work will be recognised and rewarded. We don’t just mean write it all down on a piece of paper or have a meeting with a professional-looking PowerPoint - your leaders need to actively show this to their teams. 

Communication is key 

The most significant factor in creating connections and building a more collaborative work environment is how your leaders communicate with their teams. There are a few key elements to this. 

Listen (like, really listen)

A key part of leaders showing support to their teams is practising active listening. 

It takes more than just sitting across the table from someone while they voice their concerns and you nod your head and think about what you should cook for dinner tonight. It’s about striking the balance between knowing when it’s time to talk and when it’s time to just listen. Knowing the importance of asking for people’s ideas and opinions and truly valuing their thoughts. Engaging in conversations by asking questions, taking notes and asking for more detail. Effective leaders stay in the moment and don’t let themselves get distracted. 

Be an open book…. 

Leaders shouldn’t keep important details to themselves. Be transparent and open. What’s the company working towards, what are the challenges and what opportunities might be on the horizon? Help them see the bigger picture. This creates a safe and more collaborative space where people can be open with their thoughts and ideas. Mistakes can be made, experimentation (within reason of course) is encouraged and active problem-solving is rewarded. This leads to a stronger company culture where your brand reputation is getting a big thumbs up and five stars. 

…. but make sure people can actually read it 

That said, being open and honest doesn’t work if you’re not being clear about what you’re trying to communicate. Don’t be vague and cryptic, get specific. Company goals - what do you actually want to achieve at the end of this milestone and when? If things still seem to be getting lost in translation, maybe simplify the message or just ask the team how to help them better understand. Richard Branson, founder of the Virgin Group, is a perfect example of this. 

Don’t be afraid to ask questions 

Whether talking to someone about their dreams, goals or just something they need help with, the best way to nail down exactly what they’re after is to ask open-ended questions. Not sure what we mean or what to ask? Just use the TED acronym (shout out to Jennifer Currence, President of The Currence Group, for this one): 

—  Tell me more 

—  Explain what you mean

—  Define that term or concept for me. 

Empathy is essential 

You’re listening, you’re asking the right questions, but are you actually acknowledging how the person in front of you feels? Are you validating their experience? Without that, it can feel like their just talking to a brick wall. Employees need to feel empathy. In the 2018 Business Solver’s State of Workplace Empathy Report, 96% of respondents said it was important that their employers could demonstrate empathy, and 92% felt it was undervalued in their workplace. Looking for inspiration? Jack Ma, founder of Alibaba, has shown just how crucial this can be. 

Don’t ruin the vibe 

While you might be actively listening to someone, your body language can be telling a completely different story. Sitting there with arms crossed and a frown on your face while leaning back in the chair away from them, not a vibe. Sitting forward, smiling and making eye contact, now that’s how you build genuine trust with someone. 

The final piece of the perfect communication puzzle … 

… is asking for feedback. Nailed each of the points above but still feel there’s something more the team needs? Ask them. Understanding what they want and then actually taking action and implementing that is one of the best ways to grow as a leader and build real trust. 

Difference is beautiful 

Our workplaces are often made up of a diverse range of people and this can make a company culture so much more vibrant, but only when that diversity is openly valued. Stats show that what leaders say and do makes a 70% difference to whether employees actually feel included in their workplace. There are a few key things leaders can do and be aware of to ensure every member of their team feels valued. 

• Humility - it’s important for leaders to understand they’re not perfect either. Admitting mistakes and acknowledging limitations builds a more trusting environment where people feel encouraged to contribute their perspectives. As Brene Brown says, “Vulnerability is not weakness …. [it’s] our most accurate measurement of courage”. 
• Bias awareness - we’re all human, we all have inherited biases no matter how hard we try to ignore them. When a leader understands their personal blind spots and when it’s time to get another team member to help, this builds a special type of trust and connection within the workplace. 
• Curiosity - leaders should approach their team with an open mind, have a genuine interest in the opinions and values of others and listen without judgment. 
• Visible commitment - your leaders might think that inclusion and diversity are important, but do they show it? It’s important that leaders actively make efforts to challenge the norm, hold others accountable and be seen showing a genuine dedication to prioritising diversity. 
• Collaboration - ensuring teams are working together effectively and differing opinions and perspectives are being heard is not only essential for an effective team in general, but also helps promote diversity and celebrate differences. 
  

Say goodbye to disconnect 

What makes an office a great place to work? A ping pong table? Maybe free coffee? Not really. What actually sets the most profitable companies apart from the rest is their ability to create a culture of belonging, trust and fulfilment. 

If you’re trying to bring together a work environment that’s already feeling a little disengaged and disconnected, it might be time to draw on everything above and start putting it into practice. The most crucial first step is to get everyone involved in the decision-making rather than just having one leader calling all the shots. When people feel they’ve been a true part of something, their support and dedication to the cause increases. This creates a type of commitment and enjoyment that money can’t buy. it’s important to focus on everyone and how they can get involved, not just what the more important people can do. Everyone is here to work as a team, so let them. 

Want even more tips and tricks for improving your leadership? Check out the full webinar here.