In the Melcrum employee engagement survey they found that the top 2 most influential factors that help create a people centric culture are
- Actions of the line managers
- Actions of the senior managers
This seems obvious and yet as a business coach I continue to see words not matching actions. So what do we mean by actions? You may not be able to influence directly others but what you can do is ensure that YOUR actions and words are aligned. Ask yourself
- Do I spend time on the development of others and have I got this as a priority in my role?
- Do I listen more than I speak to direct reports?
- Do I adhere to the values and styles of the business?
- Do I expect and recruit people who live up to the values and deal quickly with those who don't?
- Do I use 2 way communication to create dialogue, inspire ideas - or do I see my role as informing?
- Do I demand respect as a manager or ensure that I EARN respect from those I lead?
- Do I see the team as people with lives outside of work and hopes/fears that I need to understand so that I can help them to be successful?
- Do I encourage a diverse set of skills in the team or only want people similar to me?
- Am I open about my development, my hopes, my fears, my life to show my personality to the team?
- Am I scared or excited by high performers? Do I suppress or encourage greatness?
