“I don’t need to meet individually with my team. I told them I’m here for the next six hours and if you have anything to talk about, my office door is open.”
The voice on the other end of the call was my coaching client. She’s a gifted professional. But she’s missing the mark with her reports.
I know she cares about her eight individual contributors assigned to her.
But they don’t know it. Or not nearly enough, that is.
And this is where she’s running into a problem as a leader. A problem she needs to solve.
Her reports don’t feel valued so they are leaving, and she is finding herself almost always interviewing for new hires.
When people don’t feel valued they leave or become disengaged. And usually, the ones who leave are your very best.
So what’s a leader to do?
There is one practice that leaders do that goes a very long way toward helping their reports feel valued.
It’s the practice of giving Dedicated Time.
But this client of mine is confusing “Being Available” with the practice of giving Dedicated Time. They’re not the same.
Only “Being available” to your reports is taking the lazy way out. It’s something you Say hoping to communicate how much you value your reports.
Giving “Dedicated Time” to each of your reports takes effort. It’s something you Do that demonstrates you value each of your reports.
Here’s the best way I know to give Dedicated Time to each of your reports.
Schedule a Weekly, 30-Minute, One-on-One meeting with each of your team members.
This is the practice of giving Dedicated Time. And your reports will not mistake it for something else.
Over time they will recognize your effort and begin to feel valued.
And you’d be surprised at what a highly valued report will give back to your team in engagement and commitment.
How do you like to demonstrate you value each of your reports?