How Happy Employees Make Your Venture More Productive

Happiness does have a significant impact on the productivity of your employees. It’s not just an empty claim. Science says so.

In collaboration with British Telecom, Oxford University’s Saïd School of Business researched the influence of happiness on productivity in employees.

The researchers have found that when employees felt happier, they did their work faster, made more phone calls per hour, and converted more calls into sales. As a result, researchers reported a 13% increase in productivity.

Work Environment Is a Large Contributor to Employee Happiness

The above-mentioned study proves that the components of employee happiness are not entirely connected to personal life or any other outside-of-work factors. The researchers from Oxford even took into consideration the possible impact of good and bad weather on employee happiness and found no connection.

Thus, the Oxford University study proves that employers should not send their employees seeking for happiness and satisfaction somewhere outside of their workplace.

The workplace environment and personal life of the employees are not mutually exclusive and have a significant impact on each other. While low job satisfaction can have a negative impact on an employee’s personal life, a positive work environment can also significantly improve employee’s health and well-being, thus, contributing to their overall happiness.

Exploring the Connection Between Employee Happiness and Job Productivity

We now know that the work environment has an effect as significant as personal life on an employee’s productivity.

But what does low happiness and satisfaction levels can cost your company?

Harvard Business Review referenced to a study by Queens School of Business and Gallup Organization, which found that disengaged workers had:

●       37% higher absenteeism

●       49% more work-related accidents

●       60% more errors

As a result, the organizations, where these employees worked, after some time had:

●       18% lower overall productivity

●       16% lower profitability

●       37% lower job growth

●       65% lower share price

According to this study, surveyed companies, depending on the size, lost from $100,000 to millions of dollars annually on average from low employee happiness and satisfaction levels.

So, what lies behind employee happiness? What should you do as an employer to contribute to employee happiness?

Let’s take a look.

1. Foster the Atmosphere of Respect

Communication at work is the first thing that you need to take into consideration when it comes to employee happiness.

Unfortunately, whenever there is a disagreement between a supervisor and an employee and among employees as well, people tend to use a passive-aggressive approach to dealing with conflict.

Passive-aggressive communication at work can manifest itself in a variety of ways:

●       ignoring proper direct channels of communication (spreading rumors, using back-handed compliments and other passive-aggressive comments)

●       sabotaging collaboration and healthy communication

●       silent treatment as well as harsh unnecessary criticism, nitpicking

●       complete refusal to praise employees

Furthermore, praise can also be used in a passive-aggressive context. For instance, a supervisor can use the achievements of one employee to shame another employee and their lack of initiative.

That is why the first step on your way to the happiness of your employees would be getting read of passive-aggressive communication and focusing more on a respectful attitude. And in case you need to give a negative comment, do it in a constructive way and offer your solution to the problem.

2.  Take Care of Your Employee’s Safety

The second contributing factor is making sure that your employees feel safe at work. You might think about the physical safety of your employees right now, but we refer more to safe communication.

While eliminating passive-aggressive attitudes at a workplace is the first step to communication, based on trust, it still isn’t enough to get your employees to feel comfortable enough to share, and this is your end goal.

Trust in a leader is one of the components of employee happiness and job satisfaction. When a leader has their employees’ best interest at heart, it motivates the workers to contribute more.

The research published in the Organization Science journal showed that employees that trusted their leader and safely communicated their issues directly, learned faster, and had better performance.

That’s why trust should be incorporated in the corporate culture and nurtured from the very beginning. Whenever there is a newcomer in your company, you should notify them that your workplace environment should foster empathy and interpersonal kindness, rather than a passive-aggressive attitude and disregard of others.

3. Don’t Encourage Working Overtime

The last tip is concerned more with work ethic than with communication, however, it has a great impact on employee happiness.

There are many companies across the U.S. that have high turnover. While high turnover is not necessarily a bad thing and can be connected to seasonal work and high competition in the industry, in most cases it is caused by overworking and workplace-related stress.

There is a number of high-stress jobs, from insurance advisors to marketers. “After our first marketing campaign, we had a high turnover, which prompted us to hire freelance marketers to help our team cope with large amounts of work,” says Estelle Liotard, senior editor and the head of content marketing at BestWritingAdvisor, a writing services review site, sharing her company’s experience dealing with high turnover.

To help your employees cope with all their tasks within working hours, you can:

●       Reduce the number of daily meetings. Project status updates, for instance, can be unnecessary, if you use project management software, available to all your employees.

●       Introduce flexible work schedules. Different people have different high-performance and low-performance times. Some people work well early in the morning, while others have a performance boost after 4 p.m.

●       Establish an overtime policy. Overtime work should be an exception rather than a rule. Forcing your employees to work overtime almost every day can lead to burnout, which inevitably will have a negative impact on the productivity of your venture.

Your employees may also be forced to work overtime because they don’t have the right tools and resources to complete their tasks within working hours. Encourage your employees to share, which tools they require to do their job best and equip them with everything they need to do their work efficiently.

Wrapping Up

Science confirms that a happy employee is a productive employee. Moreover, it is your task as an employer to contribute to their happiness.

Help your employees work smart, not hard, and encourage open communication in the company, where there is no place for a passive-aggressive attitude. Nurture honesty and interpersonal kindness, and you will see, how the productivity of your employees rises through the roof, making your venture a dream place to work at.

Author bio: Melanie Sovann is a professional writer, a blogger, and editor at EssaySupply, the site which provides best research papers online. She also loves writing about smart business models and facilitating a healthy work environment. 

Motivating Employees Is Not About Carrots or Sticks

The "carrot and stick" approach is an idiom that refers to a policy of offering a combination of reward and punishment to induce good behavior. It is named in reference to a cart driver dangling a carrot in front of a mule and holding a stick behind it. The mule would move towards the carrot because it wants the reward of food, while also moving away from the stick behind it, since it does not want the punishment of pain, thus drawing the cart.

Thus, an individual is given carrot i.e. reward when he performs efficiently and is jabbed with a stick or is given a punishment in case of non-performance.

Leaders are encouraged to rely on the carrot versus stick approach for motivation, where the carrot is a reward for compliance and the stick is a consequence for noncompliance. But when our sole task as leaders becomes compliance, trying to compel others to do something, chances are we’re the only ones who will be motivated.

Are people and donkeys the same? Do rewards and punishments work at work?

Research shows REWARDS work best to harness ACTION. 

In the September 27, 2017 Harvard Business Review, Tali Sharot, an associate professor of Cognitive Neuroscience at the University College London, shares how the reward of praise was more effective to increase hospital employees’ hand sanitizing efforts than the threat of disease (and obvious punishment). In fact, cameras monitoring employees washing or not washing their hands showed an increase from 10% compliance when warning signs about disease were used to motivate employees’ actions versus almost 90% compliance when an electronic board displayed a positive message (“Good job!”) to reward hand washing. Bottom line: immediate positive feedback is very effective when it comes to changing actions. Sharot explains that our brains have evolved over time to be wired such that we think “if reward, then action needed.”

Research shows PUNISHMENTS work best to harness INACTION 

On the flip side, our brains have also evolved to avoid negative consequences (such as drowning, poison, or dangerous areas) by inaction or staying where we are. Most people have experienced the phenomena of freezing in place in a potentially dangerous situation. Sharot believes that “when we anticipate something bad, our brain triggers a ‘no go’ signal.” For this reason, punishments (like getting fired or being legally prosecuted) may be most effective to discourage people from acting in certain ways (like stealing from the company or sharing trade secrets).

Motivating people to do their best work, consistently, has been an enduring challenge for executives and managers. Even understanding  what constitutes human motivation has been a centuries-old puzzle, addressed as far back as Aristotle.

The things that make people satisfied and motivated on the job are different in kind from the things that make them dissatisfied. Ask workers what makes them unhappy at work, and you’ll hear them talk about insufficient pay or an uncomfortable work environment, or “stupid” regulations and policies that are restraining or the lack of job flexibility and freedom. Environmental factors can be demotivating, but even if managed brilliantly, fixing these factors won’t motivate people to work harder or smarter.

It turns out that people are motivated by interesting work, challenge, and increasing responsibility — intrinsic factors. People have a deep-seated need for growth and achievement.

The better employees feel about their work, the more motivated they remain over time. When we step away from the traditional carrot or stick to motivate employees, we can engage in a new and meaningful dialogue about the work instead.

In Drive, Daniel Pink, describes “the surprising truth” about what motivates us. Pink concludes that extrinsic motivators work only in a surprisingly narrow band of circumstances; rewards often destroy creativity and employee performance; and the secret to high performance isn’t reward and punishment but that unseen intrinsic drive to do something because it’s meaningful.

True motivation boils down to three elements: Autonomy, the desire to direct our own lives; mastery, the desire to continually improve at something that matters to us; and purpose, the desire to do things in service of something larger than ourselves, Pink says. Joining a chorus of many, he warns that the traditional “command-and-control” management methods in which organizations use money as a contingent reward for a task, are not only ineffective as motivators, but are actually harmful.

The carrot-and-stick approach worked well for typical tasks of the early 20th century – routine, unchallenging and highly controlled. For tasks where the process is straightforward and lateral thinking is not required, rewards can provide a small motivation without harmful side effects.

However, jobs in the 21st century have become more complex, more interesting and more self-directed, and this is where the carrot-and-stick approach has become unstuck. The implications for leaders are significant. They must both be cognizant of the latest research on motivation, and take action to make those organizational and relationship changes.

Lean Quote: 5 Ways To Build Positive Relationships With Your Employees

On Fridays I will post a Lean related Quote. Throughout our lifetimes many people touch our lives and leave us with words of wisdom. These can both be a source of new learning and also a point to pause and reflect upon lessons we have learned. Within Lean active learning is an important aspect on this journey because without learning we can not improve.

"Everyone talks about building a relationship with your customer. I think you build one with your employees first."   — Angela Ahrendts (Senior Vice President, Apple)

Every manager should know the value of personal relationships with employees. Building a positive and stimulating work environment is your top priority – this is what will help your workers to go that extra mile in completing tasks for their projects. Yet, many executives find it challenging to establish the balance between respect and likeability. Here are a few tips to help you develop meaningful relationships with your employees and build a positive work environment.

Bond Of Trust

The most important part of a boss-employee relationship is trust. Always be honest with your employees and never twist your words. Always tell the truth. Be more transparent while you approach your employees. And never gossip about your employees or share any of their personal information to others. Trust is the building block and makes your relationship with employees sustainable. So trust-building will give you great results.

Merge The Gap With Communication

Communication is one of the most important key aspects of the boss-employee relationship. Open and honest communication gives you the understanding of the employees’ sentiments and needs. A workplace should not only limit to email communication. Weekly meetings and hearing out the employees help you achieve more employee loyalty. Good communication fills the gap between awkwardness and other human complexities.

Appreciate Your Employees

Imagine you work in a company and work really hard to meet up the company’s goals and deadlines. Work can make you all exhausted and drained. A simple gesture or a ‘Thank you’ note can lift your mood up and keep you motivated.

Give your employees the appreciation they need, they work for you and dedicate a lot of time and effort for your company’s growth. Pat their backs, make them feel special and let them know how much you value their work. Do it honestly and not just for the sake of it. Though it would take very little time to appreciate their good work, for them this can bring a whole new motivation and engagement in their work.

Respect Your Employees and Give Them Autonomy

Respect your employees and their opinions. Never make your employees feel neglected. Don’t be harsh on their face when you disagree with them. Respect their inputs and try to explain your point of view with a little more empathy.

Give your employees the freedom in your workplace. Nobody would appreciate you if you don’t give your employees enough room and space to complete their tasks. It’s very evident that autonomy in the workplace increases job satisfaction and your relationship with employees.

Have A learning Attitude

Don’t take the proverb “The boss is always right ” literally. Keep a learning attitude and this would help the employees to feel more comfortable while they give their point of view to you. This also helps the employees to realize that they are all the same and gives a sense of oneness.

Forging a meaningful relationship with your team can be a challenge, but that doesn't mean that it's impossible to achieve it. A great and open relationship with employees will help you to build a positive work environment, which engages and inspires the team, effectively helping the company reach its key business goals.

Three Ways to Overcome Fear of Failure at Work

Nobody enjoys failing. Fear of failure can be so strong that avoiding failure eclipses the motivation to succeed. Insecurity about doing things incorrectly causes many people to unconsciously sabotage their chances for success. 

Fear of failure is the intense worry you experience when you imagine all the horrible things that could happen if you failed to achieve a goal. The intense worry increases the odds of holding back or giving up. Being successful relies to a large extent on your ability to leverage fear.

Redefine Failure as Discrepancy.

Success is often hard to define. Failure is even harder.

What is your definition of failure? Giving up? Never going after your goals? Not achieving the desired outcome? Not achieving the desired outcome within an expected timeline? You may think that the answer to this question is obvious. But it is important to be clear about what you consider failure, since failure is the object of your fear and the obstacle to your success.

To make your goal pursuit fail-proof, switch from thinking about failures to thinking about discrepancies between what you hope to achieve and what you might achieve. Discrepancies provide you with information that you can study, explain, and learn from so you can recalibrate your future efforts.

As long as you continue making an effort, there is no room for failure. When you give up altogether, for no better reason than fear of failing, that’s a different story!

Learn to Think Positively

In many cases, you believe what you tell yourself. Your internal dialogue affects how you react and behave.

Our society is obsessed with success, but it’s important to recognize that even the most successful people encounter failure.

Walt Disney was once fired from a newspaper because they thought he lacked creativity. He went on to found an animation studio that failed. He never gave up, and now Disney is a household name.

Steve Jobs was also once fired from Apple before returning as the face of the company for many years.

If Disney and Jobs believed the negative feedback, they wouldn’t have made it.

Anything Worth Doing Long Term, Is Going To Be Difficult

There’s no way around it.

Fear and failure are integral parts of the recipe. If you are passionate about achievement in any significant area of your life you’re going to have to get comfortable with being uncomfortable.

Do it for your future self.

Take time to understand what’s causing your fear and hesitation. Make peace with it. Develop ways to beat it or use it to fuel your fire.

In the immortal words of Rocky Balboa “that’s how winnin’ is done”.

Accept that failure is inevitable. At some point along the way, you will fail. But here's the critical point: failure is not something to fear. Rather, it is something to learn and grow from.

When we embrace our failures, we learn from them. That knowledge is the key to succeeding further down the line. So, really, the more we fail, the more we will succeed. Freeing up our minds by releasing the fear gives us license to be creative and bold.

Once you have freed yourself from fear, you can change your perspective. You will be more able to recognize obstacles and take them on with a more successful attitude. This will allow you to grow.

The Dos and Don'ts of Maintaining a Safe Workplace

Workplace safety is vital. From medical workers to construction sites, manufacturing jobs to retail, anywhere workers are moving, lifting, walking, or even sitting requires certain safety measures. While organizations like OSHA have specific recommendations for health and safety practices you should be aware of, here are additional ways to help increase workplace safety.

 Dos

 Do Have Extensive Training

To increase workplace safety, don’t just hand your employees a manual or require they take a one-hour class at the start of their employment. Create a training program with real-world, hands-on examples of the types of situations they’re likely to encounter.

Some general topics to include are eye, respiratory, and face protection, as well as the required personal protective equipment (PPE); safe waste disposal; the proper operation of machinery and equipment; and identifying potential safety risks. Make your training specific to your industry, and make it thorough.

In addition to preventive training, include emergency training. Your employees need to know how to effectively handle crises when they arise. Drill these emergency situations frequently so, when something happens, employees immediately know what to do and are less likely to panic.

Do Make Documentation Available

A handbook is a good start. Collect all safety protocols and requirements in a handbook and ensure your employees know exactly where it is. Also make sure it’s easy to read and organized.

If you’re able, it’s even more convenient to have this information in an online portal or database. That way, employees can access it wherever they are and search for the pertinent information with specific keywords. Having the documentation easily accessible demonstrates to your employees that you value a culture of safety.

Do Reward Safe Behavior

Provide your employees with small incentives when they follow safety procedures. Regularly change the rewards so employees don’t get bored, and make sure the reward process is fair. When employees see their coworkers getting special attention for following the rules, or even going above and beyond them, they’re motivated to join in the practice.

Do Lead by Example

Part of increasing workplace safety is cultivating a culture that values it. It’s not enough to train and reward; you have to lead by example.

As a leader, be confident in your abilities and consistent in following safety procedures. Your employees will see your efforts and mirror you. Regularly challenge the status quo and innovate new ideas to increase safety and to ensure procedures are followed.

Don’ts

Don’t Wait for an Inspection

Don’t wait for an inspection from OSHA to implement required safety protocols. Not only will you be putting your workers in unnecessary danger, but your business may even receive citations or penalties that probably come with fines or other punishments.

Instead, conduct mock inspections throughout the year to ensure your safety practices don’t get flagged. This will help catch small potential problems or habits before they become big ones, saving you time, money, and hassle.

Don’t Punish Feedback

Workers on your front lines are often the first to spot safety issues. However, if they fear retaliation from their coworkers or managers, they may not speak up. Foster an environment where feedback is appreciated and, if necessary, implemented.

Take this a step further by asking employees for their opinions on possible solutions. They feel their feedback is heard and appreciated, and they’ll feel like their input is valued. This increases employee engagement and the likelihood that the behavior will continue.

Don’t Let Mess Accumulate

A messy work environment is a dangerous one. Make sure aisles, especially emergency exits, are clear from all storage and debris. Clean spills immediately, and if chemicals are involved, use the proper waste disposal process. Watch out for tangled cords or other electrical hazards.

Additionally, don’t let clutter cover required safety signage. Whether that’s the OSHA posters, emergency lighting, hazard signs, or exit signs, don’t allow boxes or shelves to block these essential notifications and reminders.

Don’t Ignore Equipment

If your business requires your employees to wear PPE, don’t let glasses, hard hats, gloves, masks, or clothing get worn out or broken. Regularly inspect equipment and replace it at the required intervals, or if it stops functioning correctly.

Also ensure you have enough gear in the correct sizes for your employees. What will fit a five-foot-four-inch tall person isn’t going to work for someone over six feet. Don’t forget to take body sizes and shapes into account as well.

Keep a plentiful supply of your necessary equipment. If your employees work without their PPE, they risk injury, which also puts the business at risk for lost profits or a complaint or lawsuit.

The Cliché is True

Safety first—it’s a cliché but it’s true. When you make safety a priority in your workplace, your employees are happier, more productive, and, of course, safer. You, in turn, have less stress and a better business. 

 

Author Bio: Jordan McDowell is a writer and content strategist with a passion for business and leadership. He specializes in technically-oriented content for a number of industrial manufacturing companies. 

Lean Quote: Never Underestimate the Importance of Having Fun

On Fridays I will post a Lean related Quote. Throughout our lifetimes many people touch our lives and leave us with words of wisdom. These can both be a source of new learning and also a point to pause and reflect upon lessons we have learned. Within Lean active learning is an important aspect on this journey because without learning we can not improve.

"Never underestimate the importance of having fun."   — Randy Pausch

The words "work" and "fun" shouldn't be antithetical. But for so many people, they are.

Here are 5 of our favorite ways to make work fun so your employees stay happy and motivated…

Laugh.

Work doesn't have to be all business, all the time. Of course you need to maintain your professionalism — but that doesn't mean you can't crack a smile (or a joke). When you smile and laugh, others around you will do the same (it's contagious!) and your office will be an all-around happier place to be.

Compliment someone every day.

When a coworker tells you they liked the idea you pitched in the morning meeting, or the new painting you put up in your office, it makes you feel good. So, you should do the same to others. You'll actually feel just as good giving the compliment as you do receiving it.

Share community service experiences. 

Think back to the most powerful memories you have. They’re powerful because they are emotional—whether inspiring and uplifting or challenging with some struggle or trauma. Giving money to charities is cool, but donating time is far more emotional. 

Embrace celebration and appreciation.

Sometimes we forget just to say thank you to our co-workers and the people that helped us be successful. Every day saying thank you and remembering small details about people’s lives is not only important but shows a token of kindness that goes a long way!

Inspire creativity.

Even if your company isn’t a creative one…or if your role is the opposite of creative, you can be creative at work. Just remember “creativity” doesn’t have to be literal, meaning you don’t have to make a piece of art. Creativity can come in many forms and will inspire others to be creative in their day-to-day, and will in many cases bring a smile to someone’s face—that might be you, it may be your co-workers. Either way, expressing yourself in a medium that means something to you can be inspiring for others.

All work and no play makes us crabby and dull! Where there is laughter, joy and fun, high-performance teams thrive. There are countless ways to have fun and even attach empowering meaning to it at the same time. The above ideas will get you started!

Lean Tips Edition #158 (#2581-#2595)

For my Facebook fans you already know about this great feature. But for those of you that are not connected to A Lean Journey on Facebook or Twitter I post daily a feature I call Lean Tips.  It is meant to be advice, things I learned from experience, and some knowledge tidbits about Lean to help you along your journey.  Another great reason to like A Lean Journey on Facebook.

Click this link for A Lean Journey's Facebook Page Notes Feed.

Here is the next addition of tips from the Facebook page:

Lean Tip #2581 – Reduce the Communication Barriers Between Employees to Create a Friction-less Communication.

In order for a business to run smoothly and carry out the necessary day-to-day operations in an efficient manner, communication amongst all employees must be as effective and clear as possible. When this is not the case, employees feel detached from one another and unmotivated, which in turn results in mistakes that could potentially have drastic consequences on the business' productivity.

This can be done in various ways, such as creating a platform to facilitate knowledge sharing., which could be in the form of an online knowledge-sharing forum where employees share their ideas for innovation and current experiments. Furthermore, it could also take the form of an afterwork activity (such as lunch or drink meet-ups), where senior employees can get to know the newer employees, and provide them with tips and recommendations on their new positions in the company.

Lean Tip #2582 – Schedule In-house Training for New Employees to be Mentored by Highly Skilled Employees.

Your employees are your greatest resource in terms - especially when it comes to knowledge and experience. Make sure that your employees have the opportunity to share theirs with the newer generation.

Not only does it help new employees learn and give them a set person to go to for advice, but mentors get to expand their skills. Learning how to mentor and making them put into words the knowledge that they have worked so hard to gain.

If you need help setting up a mentoring program, mentoring training can help you get started.

Lean Tip #2583 – Place Employees Together on Company Projects Where They Can Share Knowledge Rather Than Compete With One another.

Working on something as part of a larger company is a great way to accomplish point four above. When people work as part of a larger group they will understand the purpose of their own team on a higher level.

This should naturally help your team members see the importance of collaboration at every level of the company - and how important it is to share knowledge.

Lean Tip #2584 – Keeping the Communication Transparent

The first and foremost responsibility of a corporation is the use of clear and transparent means of communication. In an open knowledge sharing environment, employees can freely express their individualistic ideas and might contribute to future success. Moreover, no one likes a workplace environment where only a few employees can access inside information about the company. So, knowledge sharing via open communication develops a sense of trust and awareness among employees.

Lean Tip #2585 – Engaging People via Conversations

When like-minded people collide, something massive or even a new idea can occur. Of course, like-minded people don’t just run into each other randomly; they can meet up at a company’s event organized specifically for improving conversations among people. Apart from formal meetings, creating an opportunity where people can meet and communicate freely can lead to meaningful peer-peer conversations.

Lean Tip #2586 – Improve Communication by Strengthening Connections

Not only should communication be improved between team members who work together, but between employees and their managers. Make sure to address this during management training programs. Managers who take the time to get to know their employees and are willing to listen to them will find it easier to communicate and keep direct reports on task. When employees feel that managers are able to address their individual concerns, they are more likely to feel connected.

Lean Tip #2587 – Knowledge Sharing Can Improve Employee Engagement And Retention

When it comes to a company accepting change, embracing new technologies and adapting to innovation, then channeling everything into the talent pool will keep you ahead of the game.

By fostering a knowledge sharing culture, you’re giving employees the possibility to acquire, assimilate, but also transfer new knowledge, this being an excellent way to create value.

Additionally, becoming a company with a solid learning culture can even become a great tool for employee engagement and retention. Employees feel valued and appreciated when their employer invests in their growth and development, by putting a continuous stream of learning opportunities at their disposal. 

Lean Tip #2588 – Eliminate Ambiguity in the Workplace.

Remove any potential for confusion from all workplace communication, including company guidelines, roles, responsibilities and processes. Accountability begins with a clear understanding of who is responsible for which parts of the business, and employees struggle when management leaves important information open for interpretation. To avoid potential problems, follow up often and be firm about your expectations for open communication at all levels in the future.

Lean Tip #2589 – Explain the Business Why

Often leaders come up with a great idea, plan it, implement it, and may even communicate it but may not think to explain why a particular initiative makes sense at any given time.

We need to take the time to think about how an employee will perceive our great ideas.

This requires communicating from the 50,000-foot level and making sure employees understand why something is done and how it supports business goals and organizational strategy.

Lean Tip #2590 – Create Feedback Process

One way communication rarely works well. Create a forum for employees to offer feedback and ask questions.

This helps to ensure that the message was received as it was intended.

These feedback sessions can be done in staff meetings or an online employee forum.

Regardless of the structure or process, employees need to feel like their thoughts and opinions are heard.

This process also helps the organization identify areas that can be improved upon.

Lean Tip #2591 – Establish a Cooperative Mindset

It’s easier to start cooperation at the beginning, than force it later in the process.

Key members of the team must articulate that a collaborative, cooperative approach is wanted, needed, and will be supported. This means rewarding project team members when they think past the standoff or conflict and solve problems together.

Lean Tip #2592 – Teach People the “Why”

A lot of leaders make the mistake of forcing their vision, ideas and decisions on their staff. Sometimes they do this because they think it will save time or avoid pushback. However, in reality, this approach can really backfire, particularly if it’s done repeatedly. When people unwillingly commit to anything, they feel disingenuous and disempowered, which undermines motivation and, ultimately, positive performance and productivity. The way to avoid this is to teach people the reasons behind your grand ideas or vision. Share what you’ve learned or know, telling stories that communicate the benefits and purpose. Do this while building the buy-in as well as after the fact, as a way to reinforce its impact and success.

Lean Tip #2593 – Encourage Questions And Feedback

To build buy-in and align people around your vision, give them the time and place to ask questions and provide feedback. Let them challenge you and even demand that they do so if there’s any shred of doubt as to whether it’s going to be best for all. This is critical because sometimes even the most experienced leaders don’t realize that by pursuing a particular direction, they could be adversely impacting other aspects of the organization or its goals. When questions aren’t encouraged, surfaced and answered, misunderstandings and mistakes are more likely to occur. When they are encouraged, problems are more likely to be averted and your people will naturally become more engaged and involved in developing solutions. In turn, this sense of involvement helps enable their ownership and buy-in for the vision.

Lean Tip #2594 – Define What Winning Looks Like

Great business and military leaders do it. Elite athletes do it. Envisioning what winning looks like is a critical part of achieving success. As Henry Ford once said, "Whether you think you can or whether you think you can't, you're right."

Studies in neuroscience show that when we literally picture ourselves achieving a goal, our brain starts to find ways to get us there. A great exercise to go through once a team has defined their shared vision and goals is to first individually picture what winning looks like and then share those ideas with the team. What does the organization feel like? What will it be celebrating? Going through this exercise is fun and inspiring. It is interesting to see how different team members will envision the win.

Lean Tip #2595 – Set Regular Check-ins to Stay Aligned

A rhythm of meetings and scheduled communication is key for any team to stay aligned. Priorities shift and leaders must be ready to adapt. But all must agree on what the priorities are or need to become. Otherwise varying directives will be coming from the top and chaos will ensue. These check-ins are one of the priorities and must be consistent. Time must be made for those accountable to share updates on progress so that all are informed on where things stand.