Things to do
Take the time to explain to close friends that when at work you need to be seen as fair to everyone and not to have favourites. Use the results of surveys to explain that people expect to be treated fairly by their manager.
Get to know something that is important to all those who work directly work for you – their favourite football team, their daughter is completing her final year of school or they have a sick parent. These are connection points and an indicator we are interested in everybody. Don’t leave out the introverts. You can’t force personal information out of everyone, but it is amazing how much consistent ‘hellos’ help.
At the team lunch or meeting move around the table (or room) and don’t just sit with the people you naturally connect with. Do some mingling.
Share around the good jobs. I know there are people you trust will do that task or project right, first time. If that person is always getting the ‘good jobs’ you will create division and resentment. Of course elite performers should be rewarded, but not at the expense of developing the depth and skills of the wider work force.
Share the recognition; it should be given when and where it’s due. When there is an opportunity to build confidence, take it!
What to avoid
Don’t do the following:
- constantly take the same one or two individuals into your office or work space and indulge in private jokes or banter
- allow star performers to behave badly because they are star performers – team rules are team rules and courageous leaders take a stand on poor behaviour
- concentrate on poor performance and behaviour at the expense of having positive interactions with those who are performing, doing their job properly and setting the example for others
- go out drinking and socialising with staff as a means of gaining connection. The connection should begin at the workplace. If an affinity develops, play it out well and truly outside the workplace.
