We often refer to close knit or strong company cultures as families. In fact, research shows that lessons from effective family relationships can help us build healthier workplace relationships.
Today’s guest is Dave Schramm. Known as “Dr. Dave” on campus and across the country, Dave is a professor and family life extension specialist at Utah State University in the department of Human Development and Family Studies. He studies strong couple and family relationships, and translates his family findings into leadership lessons and improving work cultures.
Dave and I talk about the three needs of all humans, how those needs show up at work, the connection between family and a positive workplace experience, how managers can apply lessons of healthy family dynamics to their team, positivity, natural consequences and so much more.
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Read the related blog article: Lessons From Family Life That Strengthen Workplace Culture
- There are three fundamental needs humans have in life that show up in both family and work: safety, satisfaction, and connection.
- Safety includes both physical and emotional safety. Physical safety may be a large enough paycheck to pay the bills, while emotional safety involves feeling comfortable enough to speak out without fear of retribution.
- A foundation of trust is essential for safety. Ask your employees directly what would give them more of a sense of support, including what they see as meaningful benefits and perks.
- Research shows employees become more loyal when they experience kindness from their manager or leader.
- All of us are born with a desire to move towards rewards. At work, that translates into professional development opportunities to stretch our talents and move forward.
- In the best workplaces, employees have a deep sense that they belong, that they are part of and attached to one other.
- According to the Connection/Direction/Correction Pyramid, managers must first build Connection (invest in relationship), then they can give more effective Direction (guidance along with greater autonomy), and that enables the team member to positively intake Correction (constructive feedback).
- Connection is created by gratitude and care. When people feel recognized for the work they do, they are 23% more effective. When employees feel valued and cared for, their productivity increases 43%. To help employees feel cared for, connect with them on a personal level by finding out about their lives and enjoy celebrations together. Focus on the positive rather than harping on the negative.
- When things go wrong, forgive mistakes swiftly and ask your employees what went wrong and what they could do differently in the future. Praise in public, correct in private.
- No one wants to be embarrassed or mocked. In order to ensure emotional safety, discuss problems in private. But make sure to collect all of the information beforehand rather than just reacting. Ask your employees what they thought went wrong and what they could do better next time.
- Discuss with your employees beforehand what consequences they would suggest if they make a mistake or drop the ball on a project. People support what they create.
KEEP UP WITH DAVE
- TEDx Talk: https://www.youtube.com/watch?v=Pmz7z4hyM9E