In a recent HR survey, over 2/3 of employees said their relationship with their manager has gotten worse over the last year—and over half say they’re looking for a new job as a result. Working remotely certainly makes it more challenging to repair strained relationships, but in her March 15 “Your Best Next Move” video, Bobbie LaPorte shares one simple question that you as a leader can ask to initiate a conversation of possibility.
How Leaders Can Initiate a Conversation of Possibility
Hi, everyone. Bobby LaPorte here again with my weekly tip for your best next move, where I help you have more agency in your work, acknowledge your capacity to act and see what you can do, right now.
You know, we all recognize that working remotely has changed the manager, employee relationship forever. For many leaders, it has provided an opportunity to strengthen their relationship with the people that work for them to connect in a new way.
For others, any strain or challenge in the working relationship between a manager and employee has often been magnified in our virtual workplace. Over the last year, we’ve received all kinds of advice about how to show empathy, to check in versus checkup on our teams to keep them productive and engaged.
But the sad truth is that for many, it’s still not working. Here’s a sobering fact. In a recent survey of 2000 workers conducted by a national HR software firm, two-thirds of the workers said that things with their boss had become worse during the pandemic. And more than half said that as a result, they were actively looking for a new job.
Discouraging, but maybe not surprising. It is possible to repair strained relationships, using many of the techniques and practices you already know. Such as:
- Formal employee engagement programs
- Redefined performance review conversations
- Formal leadership training to become a more empathetic leader
These all take time and many leaders need to act sooner rather than later.
Here’s my tip:
There was one simple, yet powerful question that you could pose to everyone in your organization, and that question is: “What skill or talent do you have that you’re not currently using in your job?”
That may seem obvious, but we rarely ask this specific question. And it’s a question that shows interest, that gives you insight into what your employee loves to do, but it’s not able to do in their current role and then initiates a conversation of possibility for what they can contribute and for how you can mine new talents on behalf of changes in your organization.
So the next time you made it with someone in your organization, simply ask that question. It won’t resolve relationships that have been neglected or beyond repair, but it is a simple, actionable, first step that can send a strong signal that you value the team and that you care about them.
You know, that I want 20, 21 to be a year of momentum for you when a possibility thinking what you take advantage of the agency we sometimes forget we have.
Alright, everyone, that’s my tip for the week. Have a great week. Take care of yourselves and I’ll see you next Monday!