The EVA Principle: Build Engaged, Valued and Appreciated Teams
When I wrote my first book Relationship ROI I focused on the importance of cultivating deep relationships with clients. That transitioned in to keynotes on building great professional relationships and generating repeat and referral business by being a magnetic person to be around. The core of it all was what I call The EVA Principle! Regardless of age, gender, status, it does not matter, people are desperate to feel Engaged, Valued and Appreciated!
While I walked the talk and took The EVA Principle seriously when it came to clients, I ignored it when it came to my team! I was always so careful to be fully present and to make my clients feel special but had zero relationship with my team members! Thank goodness things have changed and I’ve recognized the importance of having equally if not stronger relationships with your people than your clients.
Here’s how we can display The EVA Principle with our teams:
Be Fully Present
In a world of distractions, this is by far the trickier of tips to follow. This means that when we’re working in the office and someone comes to our door, we actually stop what we’re doing, and we take a moment to face them. I used to keep typing and make it abundantly clear that their presence was both an interruption and unwanted. Some of you may be thinking, “Nikki, if I do that, I’ll never get my work done because I’ll have a revolving door of inquires!” I hear you and I’ve been there. If you find that this is the case, it’s ok and necessary to set boundaries about when you’re available. If you’re knee deep in a project or need time for strategic thinking, then close your door. Put a note up letting the team know that you’re working on something that requires your total concentration and that you’re available between 1:00 p.m. and 3:00 p.m. to help. Provide a back up plan. Can they go to your operations manager or a peer to ask the same question? I disagree with open-door policies without boundaries. They are unrealistic. It will destroy your day and your sanity so, yes, boundaries are key.
What I would recommend is making scheduled one on one time with your employees. Keep that time sacred. Meaning that you don’t reschedule, show up late, unprepared or rushed. You treat it like you’re meeting with your very best client. You’re focused solely on them. Your phone is off, distractions are kept to a minimum and you’re fully present to coach them through a challenge or to review their weekly/monthly progress. Your team members will honour this time in return and feel EVA!
Be Specific About Appreciation
I didn’t know how to properly express appreciation for team members until I studied leadership. Little did I know that my casual “Thanks for everything” or “Thanks for doing a good job on that” could actually be demoralizing! It certainly wasn’t what I was going for and I’m sure it’s not anyone’s intentions as a leader. Here’s what makes appreciation powerful – specificity! Details bring appreciation to life! Instead of “good job” think about the specific parts of the project that impressed you or the character they displayed while tackling a challenge. For example, “Thank you for the level of creativity you brought to our recent VIP day promotion. Not only did the gifts and graphics look incredible but I really appreciated the amount of detail you included in your reports. It gives the entire team a sense of clarity around how we measure the success of a campaign and it ensures that everyone is on the same page. Thank you, I really appreciate your efforts!” See how different that feedback is? Appreciation doesn’t have to cost a lot to have a tremendous impact. Personally, handwritten notes and verbal praise go a long way. If you are looking to combine those with fabulous employee appreciation gifts please visit www.sigmapromotions.com for some great ideas!
Ask for Their Opinions
As leaders, it’s our responsibility to build up and help people on our teams grow to their full potential. One way that we can do that is to include them in planning and decision making. By asking employees for their opinions, feelings and feedback around goals, the direction of the company, strategic plan and innovative Think Tanks you communicate that “I see you. Your opinion matters. You have value.” We often buy into the myth that we have to have all of the answers or take charge in order to be seen as a leader. Nothing could be further from the truth. Increasing collaboration and being open to your team members’ opinions and ideas will generate more engagement, trust, and accountability when they’re an active part of the planning. You’ll also tap into ideas that come from people on your team who have quietly been holding back their brilliance simply because they’ve never been called on. Providing a platform for your people to engage in this way will boost their confidence and drive more creative results faster. As they say, two brains are better than one and ten art certainly better than two!
Expressing EVA for others is an intentional way of leading and living and it’s what people desperately want from you! As always, please share your thoughts with us. How do you make your people feel engaged, valued and appreciated?
