noun \ra-ˈpȯr, rə-\
Definition of RAPPORT
: relation; especially : relation marked by harmony, conformity, accord, or affinity
Potent Skills
As a leader, the ability to build rapport with your people is the most potent skill you can master.
Creating an environment where your people believe you are truly invested in them personally, professionally, and emotionally, and that they play a significant role in the success of the team must be paramount.
Employees who are engaged, motivated and satisfied with their job are far more likely to convert customers into “advocates” for your business, increasing your teams chance for success (and bottom line).
I believe people respond according to how they are treated: treat them as though they are valuable asset and a valuable asset they will aspire to be.
Yesterday I interviewed a woman who retired from her 25 year career with the same company. When I inquired about what kept her with the company for so long, she replied that she simply loved the people she worked for. This was a testament to the power of strong leadership within the company building rapport with their people to create lasting and memorable relationships.
The 5 Simple Techniques
1) Know your people: I take 2-3 minutes every day to chat with my people about non-work topics. I know which employees are interested sports, cooking, politics, crafts, movies, music, or TV. When I see things in the media that might interest them, I make a mental note and bring it up the next time I see them. This opens a dialogue and lets them know I pay attention to them as a person and regard them as more than just an “employee” (which I genuinely do).
2) Give Feedback: We each ask a great deal from our people on a daily basis, so we should be obligated to let them know we appreciate their hard work and effort. Lack of recognition is one of the leading causes of turnover. Most often, this is the result of leaders only providing feedback when an action or behavior negatively affects their business.
3) Be Accessible: Check in with your people regularly, ask questions, and answer questions. Routinely following up with your people during a project will not only allow you to gauge their progress, but will also afford you the opportunity to coach them if they have questions. Coaching strengthens the bond between you and your team members since directly enhancing their skill set proves you are there to support their growth.
4) Say Hello and Goodbye: I know this concept is old as the hills, but I see so many leaders not following through with it. Taking 30 seconds out of your day to welcome your team members to work or wish them a great day when you (or they) leave lets them know you care. It’s a small but meaningful gesture.
5) Remind Them of Their Value: When providing feedback to your team members, frame their contributions in the context of the overall team’s success. Telling them that they have done a great job is good, but illustrating how they have significantly impacted the entire team is great.
- Did you go to work today intent on building strong relationships with your people?
- What are different ways we can show our people their value?
- Can you name the interests and hobbies of those who report to you?
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With kind regard,
Dan
