How to train employees to build long-term relationship.?

Talk about expectations

I encourage managers to talk to their team members, individually or together, about mutual needs. How many times has your manager actually asked you about what you expect from him/her and what you need in order to be able to do your job to your best ability?

I suggest the following 4 step process: can be done formally (eg in a team meeting) or informally during regular development conversations with team members. Start by making it clear that you are there to help them to perform well and to create an environment in which they can be successful.

1. ASK FOR EXPECTATIONS

What are your expectations of me, as your manager? What do you need me to do to enable you to perform to the best of your ability?

2. ASK HOW THEY WANT TO BE SUPPORTED

What kind of support can I give you? How do you like to be managed? How do you prefer to receive feedback – especially if I need to talk to you about your performance?

3. EXPLAIN YOUR EXPECTATIONS OF YOUR TEAM MEMBERS

This is how I expect to work with you – the things I will ask of you and the reasons for them

4. EXPLAIN HOW THEY CAN HELP YOU

Outline ways in which your team members can help you to do a good job on their behalf – the attitudes and behaviours that you want them to demonstrate, to give you confidence in their motivation and competence.

This is based on a simple team development process of sharing 'offers' and 'needs': this is what I believe I can offer to the team and this is what I am looking for from others to enable me to contribute effectively.

2 Responses

[email protected] says:

September 18, 2014 at 1:55 pm

Great question!

There are many ways to build trust and performance, but the fundamental is in becoming aware of your own behaviour and how it either creates or destroys trust. Then, you must seek out development that builds on that awareness so that you can adapt your behaviour accordingly. We have built a model called CHOICE, as a mnemonic for Caring, Honesty, Openness , Involving Others, Coaching and Ethical behaviour and we believe that if you operate with people around this model, you will build trust, stronger employee engagement, better discretionary effort and therefore better results. Integrity of course is also of paramount importance i.e. doing the right thing, when nobody is looking.

Regards,

Adrian.
annalder says:

November 5, 2014 at 1:16 am

Talk about expectations

I encourage managers to talk to their team members, individually or together, about mutual needs. How many times has your manager actually asked you about what you expect from him/her and what you need in order to be able to do your job to your best ability?

I suggest the following 4 step process: can be done formally (eg in a team meeting) or informally during regular development conversations with team members. Start by making it clear that you are there to help them to perform well and to create an environment in which they can be successful.

1. ASK FOR EXPECTATIONS

What are your expectations of me, as your manager? What do you need me to do to enable you to perform to the best of your ability?

2. ASK HOW THEY WANT TO BE SUPPORTED

What kind of support can I give you? How do you like to be managed? How do you prefer to receive feedback – especially if I need to talk to you about your performance?

3. EXPLAIN YOUR EXPECTATIONS OF YOUR TEAM MEMBERS

This is how I expect to work with you – the things I will ask of you and the reasons for them

4. EXPLAIN HOW THEY CAN HELP YOU

Outline ways in which your team members can help you to do a good job on their behalf – the attitudes and behaviours that you want them to demonstrate, to give you confidence in their motivation and competence.

This is based on a simple team development process of sharing 'offers' and 'needs': this is what I believe I can offer to the team and this is what I am looking for from others to enable me to contribute effectively.