Little things often make the most significant impact – leaders who pay attention to the small details can transform team culture and significantly influence staff morale and retention.
This article was originally written for school leaders by Cate Reed, seasoned administrator, current Senior Vice President of Teach For America, and Possip Reporter. We’ve updated and added to the content for leaders of all types of organizations and businesses!
Below are ideas on how seemingly minor actions can lead to substantial positive changes in organizations and businesses and offer practical strategies for leaders to implement these actions effectively.
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Small Gestures From You Matter
It is easy to overlook the power of small gestures, but these can often have the most lasting impact.
- Acts of recognition, even as simple as a handwritten note or a verbal acknowledgment, can significantly make staff feel valued and appreciated. These small acts of kindness and recognition can improve morale and create a supportive work environment, enhancing staff retention.
- Have a bulletin board prominently displayed for each month; calling out the birthdays of staff in the building or other anniversaries. They could be years of service, or other milestones. This can be done virtually for remote or hybrid work environments through a general or celebration channel on Slack or a similar internal messaging platform.
Sweat the Small Stuff
Attention to the finer details is crucial for leaders. This means prioritizing accuracy, precision, and meticulousness in all aspects of work. Minor, incremental improvements can lead to significant innovations over time. Leaders who sweat the small stuff prevent errors and inspire their team to strive for excellence in their work.
- For example, ensuring that documents are typos-free demonstrates a commitment to quality and sets a standard for the team.
- Hold firms to deadlines and meetings so that people see you value and respect their time.
Leaders - Model What You Expect
Consistency between words and actions is vital for earning the team’s respect and trust. Leaders should embody the behaviors and attitudes they wish to see in their staff. By practicing what they preach, leaders can motivate and inspire their teams, fostering a culture of integrity and reliability.
- If punctuality is valued, leaders should always be early.
- If attention to detail is essential, leaders should ensure their work is impeccable.
- If kindness is the expectation, ensure please and thank you are used often and sincerely.
Value the Person, Not Just Their Contributions
Managing is about people, not tasks. Hope build camaraderie by inviting your team to share their interests outside of work. One way we do this at Possip is by hosting a quick check in every morning that features a whiparound question. This is a short question for everyone on the team to answer and can transform your team culture. Our favorite questions are listed here.
Attending to the deeper fears, hopes, and motivation of your teammates helps people know you care about them. Checking in and going beyond the standard “How are you?” question builds trust and rapport.
Be Creative and Set Yourself Apart as a Leader
Understanding the unique needs and preferences of your team can help create a joyful and motivated working environment. These creative and personalized acts show leaders care about their team’s well-being and happiness.
- Personalized gestures can significantly boost morale, such as hiring an on-site barista to provide coffee and snacks during late work sessions or organizing special birthday celebrations with handwritten notes.
- Find a local movie theater to give free tickets to staff one weekend as a surprise after a long week of intensive work.
Promote Work-Life Balance and Show Flexibility
Encouraging a healthy work-life balance is essential for maintaining staff well-being. Showing flexibility, such as accommodating personal needs and offering support during challenging times, demonstrates empathy and respect for staff members’ personal lives. This approach can significantly improve staff satisfaction and retention.
- Survey staff about the best times for meetings, and if there are significant conflicts, consider hosting two different times to be as accommodating as possible.
Solicit Feedback to Transform Team Culture
Open and effective communication is the backbone of a well-functioning team. Leaders should actively solicit feedback from staff and act on it. This practice helps address concerns and improve processes and makes staff feel heard and valued.
- Set a schedule for written communication and stick to it! Predictability builds confidence.
- Ask your staff questions about what can be done better. Using Possip is a great way to start!
Seemingly few things that leaders do can significantly affect staff morale, retention, and overall team culture. Leaders can create a positive and engaging work environment by sweating the small stuff, modeling desired behaviors, being creative, and showing genuine care and appreciation for their team. These small but meaningful actions can snowball into the culture leaders aspire to build. This ultimately leads to a thriving, productive, and happy working community.
Speed Read (tldr): 7 Low-lift, High-Impact Leader Actions That Transform Team Culture
Model Expected Behaviors: Leaders should exemplify the behaviors and values they expect from their staff, such as punctuality and kindness, to foster a culture of integrity and encourage staff to adopt similar habits.
Value Small Gestures: Simple acts of recognition, such as handwritten notes or public acknowledgments, significantly boost staff morale and contribute to a positive work environment, enhancing retention and overall team culture.
Enact Detail-Oriented Leadership and Communication: Paying attention to detail in every aspect of management, including ensuring error-free documents and respecting time commitments, sets high standards. Effective communication, such as predictable schedules for written communication and actively soliciting feedback from staff, is essential in making staff feel valued and heard.
A version of this article was originally published Aug 2024.
