Address employee needs

- A recent Gallup survey found that 24% of the workforce don't believe their manager has their best interest at heart. Employees who feel supported and valued are not only less likely to report burnout, but also three times more likely to be engaged, and five times more likely to advocate for their company. Your relationships with the people you manage should be one of your most important priorities. Given all you have on your plate right now, you might disagree, but realistically, as a manager, you rely on your team for results that you're ultimately responsible for. Think about that for a moment. How much of the results that you're accountable for are entirely up to you? Your team is full of unique individuals with multifaceted needs and complex lives outside of work. In this video, I'll give you some tips to help you support your team by addressing employee needs. For starters, it's important to really listen to understand their needs. Each employee on your team is a unique individual with a life story that influences the person they are today. Do you really know your teammates? You don't need to know everything about them, but you should have a general sense of the things that are important to them. You can ask open-ended questions to get to know them and you can keep a rolling record of personal anecdotes you want to remember about them. For example, do you know the people and or pets that are important to your teammates? What holidays or events are important to them? If you demonstrate a genuine interest in getting to know your employees, you'll be laying the foundation for a productive relationship that goes beyond the transactions of your roles. As you get to know them better, seek to understand how the present moment is impacting your employees. Every single day, there are things happening in the world that can negatively affect your teammates. These issues may be related to their family or personal life, or they could be broader societal, environmental, or political events. For example, if you have a teammate who's from a part of the world that's at war, or just experienced a devastating natural disaster, you can demonstrate empathy, awareness, and concern by simply acknowledging the news. You can simply say, "I saw the news, and I'm here for you if you need me." You don't need to say anything profound. Tragedy strike on a regular basis. It's most important that people feel supported. You can also encourage your employees to connect with peers within the company. Whether they're working remote, hybrid, or in-person, we're seeing higher numbers of people reporting loneliness at work. Employee resource groups, social networks, or other channels can be a great way to reestablish a sense of connection and community. For employees to have a sense of belonging and feel invested, they need to feel like they're seen, heard, and fit in with their peers. It's important for you to create space for employees to let you know how they're doing and how you're doing as a manager. Don't wait for them to come to you with problems, concerns, or feedback. Seek regular feedback on ways you can improve their work experiences. Think about your past managers or maybe your current one. How often do you give them feedback? Finally, communicate proactively with your teammates to provide some level of certainty even in uncertain times. Unanticipated events can often make people feel anxious and stressed. Employees feel more secure when they're informed of plans even when the news isn't ideal, or plans are not fully developed. So be proactive in communicating with your team and create an open dialogue where employees can feel their voices are heard and valued.