“I hope I provide no value today.”
No one starts their day with that thought. But here’s a harder question: does your work environment let you deliver your best? “Does your effort turn fully into value? Or does it get lost in extra steps, slow approvals, and work that takes twice as long as it should?”
As a leader, you decide that answer for everyone on your team. Their effort converts to value, or it doesn’t, based on the conditions you build around them.
This series looks at three conditions that shape how much value your people bring to work.
- People. Do they matter? Do they know it?
- Processes. How easy is it to do the job right?
- Habits. Do the unwritten rules support the written ones?
Not everyone is checked out. (This article has some surprising data on engagement and motivation you might find insightful). People are resilient, and even if there are disillusioned people on your team, change the conditions, and people respond differently too.
Let’s start with People.
The Problem with Employee Recognition
People are all different. There is no single move that makes everyone feel valued. Some people love hearing “great job.”, while others find it hollow.
Specificity works on everyone. Drop “great job.” Try this instead: “Your summary of the meeting helped the team understand the issue fast.” Feel the difference?
Connection doesn’t require small talk. If asking about someone’s dog or their weekend isn’t your style, build trust through curiosity about their work instead. Ask:
- What did you like most about that project?
- What was your biggest challenge this week?
These questions tell people you care about their experience, not just their output. That builds value fast, and it costs you nothing but attention.
Before You Lead Others
Before you ask this of your team, ask it of yourself. Do you build the conditions for your own aliveness at work? How about in your home life?
Next in the series: Processes, and how easy your team finds it to do the job right.
