Use Alignment and Accountability to Build Trust and Engagement
In job markets strong or sputtering, workers will be more engaged in their work and the goals of the organization if they have a solid manager. In our view, that means viewing your role as a manager through the lens of a communicator.
The recipe for success is based on two key ingredients: alignment and accountability.
- Alignment. How well does your team understand its goals and how those goals link to the organization’s mission? More important, how well does your team understand your expectations of them – collectively and individually? Uncovering the answers to these questions isn’t difficult, just ask. Quickly fill in any gaps between your perspective and theirs’, and check in regularly to keep that alignment tight. Also, make sure there’s a tight alignment between your words and actions. “Do as I say, not as I do” simply won’t fly with today’s workforce.
- Accountability. Dulye & Co. research shows time and again that direct managers are employees’ most-trusted information source. As a result, managers must take this responsibility seriously and be accountable to their teams. Sound overwhelming? It doesn’t have to be.
Get started by setting your own communication responsibilities:
- Reinforce organizational key messages and themes
- Provide context for changes and decisions – large or small
- Facilitate open dialogue within and between work groups
- Listen to and learn from the views and voices of the workforce
- Respond to and act on direct feedback
Master these leadership traits and your team will have no doubt that you have its success as your top priority.