There, I said it.
Most of us have been conditioned to not discuss how we’re feeling at work. Maybe we’ve had leaders who didn’t do it, so we grew up in the workplace thinking it was taboo. Or our current boss judged us for sharing something pretty personal so we shut down and stopped altogether. Or we don’t even think about it because we’re by nature introverted or results focused and could care less about uncovering how someone is feeling.
In Gallup’s 2016 State of the American Workplace report, only 21% of employees say they are managed in a way that motivates them to do outstanding work. If you have a team of four, that’s one person. One.
We can’t live like this.
Motivating employees is an art, but it all boils down to one thing: the need to be noticed. Ask me how I’m feeling – you’ve noticed me. Talk through goal setting and help me understand the strategic plan – you’ve noticed me. Give me feedback (positive or constructive) – you’ve noticed me.
When we don’t discuss feelings, we are leaving out a critical part of motivating an employee. Being able to openly share is a gift, and it doesn’t come naturally for a lot of teams, which means it’s up to the leader to ask the right questions.
· What’s been your biggest success this week? What are you most proud of?
· How are you feeling about __ project right now? Why is that?
· What can I do to help you feel that your work is meaningful?
· What in your work is really inspiring right now?
· What are your top work values? How are they being met right now?
Feelings. We all have them, yet at work we pretend not to have them. We sit in 1:1s with our boss and say everything is fine, or don’t share about the big personal issue at home that’s affecting our ability to concentrate, or see our boss’s poker face all the time and think that’s the only way we’re supposed to be.
Or, we want to share but are never given the chance.
There's a new "F" word on the block. And using it could make all the difference.