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领导力

在孤独的时代打造团队,需要注意这5点

Dan Schawbel 2018年11月15日

如何在日益孤立化、孤独化和去中心化的世界中领导企业获得成功,是当今时代商业领导者面临的最大风险。

图片来源:Getty Images/Westend61

当今时代,商业领导者面临的最大风险并非政治动荡、气候变化、网络安全乃至科技革命,而是如何在日益孤立化、孤独化和去中心化的世界中领导企业获得成功。

在全球范围内,这种疏离感导致85%的员工不能主动投入工作,或者故意消极怠工,由此导致的生产力损失高达7万亿美元。当代的企业领导者必须有能力管理身在各个国家的异地员工和自由职业者,以及不同性别、年龄、民族和教育背景的员工。

为了应对这一挑战,很多企业希望利用科技手段促进沟通和协作。一些企业在应用了某些技术工具之后,似乎产生了职场氛围已经变得更加紧密的幻觉。然而这些工具如果使用不当,却会使员工更加疏离,对工作更加消极。

我们之所以越来越依赖科技设备进行协作,是因为它使我们的沟通变得更容易和高效。但我们对它们的滥用也到了无以复加的地步,乃至于大多数的“面对面”交流都是通过视频电话的方式进行的。据Future Workplace和Virgin Pulse公司联合进行的一项全球调查显示,一名员工每天至少有一半的时间花在使用科技产品进行沟通上,然而超过一半的员工仍然有孤独感。

尽管员工越来越依赖电子邮件进行交流,但研究表明,面对面提出请求的成功率,要比电子邮件高出34倍。所以如果你有事相求,与其发一封电子邮件,然后反复回复,你还不如直接走到同事的办公桌前,直接跟他沟通。这样会节省大量时间与精力。

以下五个建议有助于领导者构建更加坚实的企业文化,提高员工的参与度:

鼓励开放协作

鼓励所有团队成员互相之间做到开放、友善、诚实。你可以给团队成员制订一份共同的任务清单,大家都可以查看进度并且对其负责。如果大家都知道每个人在忙些什么,也就更容易互相帮助了。另外,不要因为一个员工提出了一个不好的点子就惩罚他,而是要通过纪律让大家严守工期,促进大家听取团队成员的意见。

认可团队的表现

虽然点评个别团队成员的表现是必要的,但更重要的是,你要认可整个团队的表现。每个员工都有集体归属感,都希望自己是一个优秀集体的一部分。在说明你为什么认可团队的表现时,你不妨举一个具体的成功案例,谈谈团队中的每个人如何付出了努力,最终促进了目标的成功实现。

促进共同学习

在学习上,与其让团队成员集体学习一门在线课程,不如打造一种人人相互支持的文化。当你从一篇文章、一门课程或其他途径学到一些新知识时,你可以公开地把它与你的团队进行分享。你可以鼓励大家效仿这种行为,这样大家就可以共同进步了。

做一位好教练

在向团队成员答疑解惑时,要根据你的经验,提供具有可行性的反馈和建议。另外,你要持续关注他们的进展,好在整个过程中给予他们正确的建议,而不仅仅是指导一次便放任自流。最好每月或每季度对他们进行一次培训,让他们感受到你的支持与关心。在培训过程中,你可以详细解说你所期待他们的行为和成果,以及他们需要做出哪些调整以获得更大的成功。

展示你的弱点

学会适时承认错误,并且向团队成员展示你的生活,这样会使你看起来更加人性化。而且当员工遇到问题时,他们也更有勇气向你寻求帮助。弱点并不等于软弱,它也是一种力量,它能打造一个安全的空间,允许员工与你建立更深层的关系。

员工之间的情感越疏离,他们对企业的参与度就越低,另谋高就的可能性就越大。替换一名老员工的成本是很高的,我们必须要对此做些什么。而培养一种开放和鼓励的公司文化,会有助于你成为一名更成功的领导者。(财富中文网)

本文作者丹·肖贝尔是《变回人类:伟大的领导者如何在孤立的时代创造沟通》一书的作者。

译者:朴成奎

The biggest challenge facing business leaders today isn’t politics, climate change, cybersecurity, or even disruption—it’s leading in an age of increased isolation, loneliness, and decentralization.

Globally, this lack of connection has resulted in 85% of employees not being engaged or actively disengaged—a $7 trillion loss in productivity. In today’s workplace, leaders have to be able to manage remote workers and freelancers living in various countries, as well as employees of different genders, ages, educational backgrounds, and ethnic backgrounds.

In order to confront this great challenge, many have turned to technology to foster collaboration and communicate. While tech tools have created the illusion that the workforce is more connected, if not used appropriately they can make employees feel isolated and disengaged.

We rely more on tech devices to do our collaboration for us because it feels easier and more efficient, but are guilty of abusing it to a point where FaceTime is the new face time. In a global study by Future Workplace and Virgin Pulse, we found that almost half of an employee’s day is spent using technology to communicate, and more than half feel lonely as a result.

While workers increasingly rely on email communication, research shows that face-to-face requests are 34 times more successful. Instead of sending an email, then replying over and over again, all you have to do is walk over to their cubicle and be direct. It saves a lot of time—and headaches.

Here are five tips for leaders to create a stronger culture and increase employee engagement:

Embrace open collaboration

Get everyone on your team to commit to being open, accessible, and honest with each other. One way to do this is to create a shared to-do list that everyone can view and is accountable for. When your coworkers know what everyone is working on, it’s easier for them to help each other. Instead of penalizing employees for bad ideas, focus more on discipline for missing deadlines and not being open to advice from fellow team members.

Recognize team performance

While you should give feedback to individual team members, it’s even more effective if you talk about your entire team’s performance. People want to feel like they are part of something bigger than themselves. In order to recognize your team, you can share a specific story of how the team accomplished a goal. You can explain how that goal was met based on the efforts of each individual.

Practice shared learning

Instead of having team members learn in solidarity by reviewing an online course, create a culture where everyone is supporting each other. When you learn something new from an article, class, or other resource, openly share it with your team. Encourage them to mimic this behavior so that you can all learn together.

Become a coach

Instead of just mentoring your teammates, provide actionable feedback and advice from your experiences. Keep track of their progress so that you can give them the right advice along the way, not just in a single moment. Hold a monthly or quarterly coaching session so that they know you’re there for them. During the session, give them specifics on the behavior and outcomes you’re looking for and how they can adjust to be more successful.

Show your own vulnerability

Admitting your faults and opening up about your life humanizes you and makes it easier for your teammates to approach you when they experience problems. Vulnerability isn’t a weakness; it’s a strength that creates a safe space and allows people to have a deeper relationship with you.

The more detached your employees are, the less committed they will be to your organization and the higher likelihood they will depart. The cost of replacing an employee is too high for you to not do something about it. Fostering an open and encouraging workplace culture will make you more successful as a leader.

Dan Schawbel is the author of Back to Human: How Great Leaders Create Connection in the Age of Isolation.

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