Strong working relationships allow everyone to share insights, ask questions and do their best work without fear. To get that critical sense of safety, you have to know how to build trust within a team.
When employees don’t feel trusted or respected to do the job they’ve been employed to do resentment can start to build up and we can start to see the signs of quiet quitting.
And then they leave.
Lack of respect and trust can be seen in the way people are spoken to, the work they receive (too much, too boring) or the way their manager monitors their movements throughout the day.
When work from home orders were implemented in 2020 the sales of tracking software went through the roof. Leaders unable to observe employees in the office were convinced without them overseeing their every move they would surely spend their days on Tik Tok.
Never mind they could just track output to ensure work was still being completed, for many the first response demonstrated their lack of trust in their workforce, and were very *surprised Pikachu face* when the resignations started rolling in.
People don’t set out with the intention to be a poor leader, but frequently people are promoted and placed into positions without adequate leadership training. They just don’t know any better.
Read about this very subject HERE and HERE.
The Emotional Intelligence Factor
One of the fundamental roles of a leader is to build positive relationships with those they associate with. When leaders possess such characteristics they are able to engage their team, as their team feel understood, supported and encouraged.
This has positive effects on the organisation and those in it will feel comfortable contributing to organisational objectives. Having anyone in management positions exercising emotional intelligence leads to a more robust and high performing organisation.
If leaders don’t have the characteristics which contribute to emotional intelligence, it is likely that they will inhibit their ability to be an an effective leader and the organisation will be negatively affected, irrespective of their technical knowledge. You can read more about emotional intelligence HERE
It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.
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