What are the most effective strategies for building and maintaining strong relationships with your staff?

Creating Trust and Increasing the spirit of Belonging; when you have a team who’s engagement goes supported by belonging, things fly with unbelievable achievements that you might not get by using any other strategies!!!

Proactive.... In my experience, setting expectations clearly in advance, regular governance through feedback mechanism goes a long way in building a great team. Feedback has to be two ways, with actions items and timelines agreed. As a Leader I allow very minimal ambiguity, and monitor and report from time to time. Showing empathy, treat them with respect, personalized treatment. Appreciation of their work, thanking them for their contribution.

Bandwidth vs Time A distinction I have drawn over the years relates to the allocation of your own resources (as an individual manager/leader). As a manager/leader your principal role - when distilled to its core - is your ability to manage/lead the human resources that drive your organization’s strategy, operations, etc. Time has a direct measurable quality in business. For example, as a lawyer, it couldn’t be more stark - with most legal fees linked directly to time spent. What this creates in businesses is a clinical relationship with time. The opportunity cost is measurable when you peg your personal resources utilization to time. [cont’d..]

Actually i agree that Trust is the foundation of any great relationship. By delegation tasks, allow staff to take ownership, and empower them to make decisions.

Actively listening Showing empathy Supporting on time Empowerment Inspire and influence team by actions. People is the key in any organization.

Asking questions and practicing active listening are essential for managers who want to build workplace relationship in their teams. The best relationships are built by helping others. Offering help, guidance, Listing to their concerns and mentoring to employees can go long way in building solid relationships.

Agreed - recognition is extremely motivating. Any small or large task completed successfully deserves a praise. It boosts confidence and brings genuine connection with the workplace.

Un feedback amène son collaborateur à comprendre par lui-même comment il peut être utile, comment il peut progresser. Un feedback positif met tout le monde en énergie en début de réunion, par exemple avec la technique du "bravo, pour ... parceque ...". Exemple : « Je voulais vous dire bravo pour le document envoyé hier parce que cela a donné une image très professionnelle de notre équipe au client. » « Parce que … » est l’étape la plus importante,cette fin de formulation consiste à expliquer pourquoi cela est important pour vous, appréciable pour l’équipe ou pour l’entreprise. « … car cela a permis d’atteindre les objectifs », « … parce que tu m’as fait gagner du temps », « … car ton action nous a aidé à clôturer le projet à temps ».

One thing that resonated with me when describing the difference between a manager and a leader - is effort. I believe that when you put an effort into providing feedback, to sharing your observations, your team will feel seen, noticed, appreciated, and essentially, when you put that effort into their career path - cared for.

To encourage collaboration and innovation, consider 'idea exchanges'—regular, informal gatherings where team members can present creative concepts and collaborate organically. This lays the groundwork for a culture where teamwork is spontaneous and innovation is not just encouraged but is a natural outcome of collective effort. By supplying the necessary resources and support, we can create a vibrant ecosystem where sharing knowledge and learning from each other is as natural as it is productive. What's also really important that we don't just solicit input that we act on it as well! (One of the practices from Leading with Gratitude)

Creating collaborative culture is the basic responsibility of a leader. Keep recognizing collaborative success and keep encouraging innovation to solve critical problems will create cohesive team.

Team collaborations are good. However, there is a secret sauce to this. You don't wanna overdo it. You wanna make sure you as a leader make it clear which teams are complimentary and which teams are not. Then team them up accordingly. It gives the right amount of stimuli that is needed

Encore plus vrai à distance. Soyez vigilent Attention à la surcharge. Il est connu que les télétravailleurs ont tendance à trop travailler car la frontière entre travail, vie personnel ou loisirs est difficile à respecter. Comme le dit Bertrand Duperrin, expert FrenchWeb : « A distance, tout est exponentiel. La vitesse à laquelle on s’isole ou on se désengage. La vitesse à laquelle le collectif se délite. Le petit coup de blues devient un vrai passage à vide. Le passage à vide devient une dépression. Le besoin de parler à quelqu’un se transforme en détresse psychologique. » De plus, à distance certaines personnes ont peur de ne pas en faire assez.

True Leadership Supports Wellbeing "People don't care how much you know until they know how much you care," often attributed to Theodore Roosevelt, this underscores the foundational principle of leadership: prioritizing your team's well-being. Supporting well-being starts with: open communication, a culture of collaboration where cross functional support is not just encouraged, but supported to move the business forward from the inside out, and making it comfortable for people to contribute ideas. The path ahead is clear: Lead with empathy. Establish open communication. Respect boundaries. Support collaboration. This human centric approach is a strategy and a commitment to team well being. Care for your people, and progress will follow.

To Foster and build strong relationships with your staff you need to enshrine empathy and open communication in your dealings with staff. This will help you to see issues from their perspective and also be humble enough to ensure openess.

One aspect which is important is to guide employees quietly, to build their confidence that making errors will not be publicly disclosed, while making sure that good workmanship is emulated and praised publicly which essentially motivates all employees indirectly

Businesses that grow and prosper are those that encourage themselves and their staff to have a growth mindset and continuously learn - I remember having a regular team “brain-bash” session where ideas and solutions were freely shared, encouraging improvement without the fear of judgement. The result was more than just improvements in processes and efficiency but also created a sense of inclusivity and belonging within the team, who were left feeling motivated and uplifted.

-Le plus important me semble être de conserver du dialogue et de la proximité par des temps en face à face, et des habitudes de questionnements qui ouvrent la conversation : « Alors, comment vas-tu aujourd’hui », « Pourquoi me parles-tu de cette situation ? », « Comment te sens-tu par rapport à cela ? ». Certains managers créent des rituels de 10 minutes par semaine dédiés à cela. -Définir des règles claires de fonctionnement permet de maintenir la confiance. Savoir vraiment « qui fait quoi, et pourquoi », et "quelle est la la valeur ajoutée tangible de chacun", est clé pour créer la confiance et fluidifier les relations.