I’ve been fortunate to have worked in a variety of organizational cultures; from the 4th largest school district in the US, to a small suburban school district, and now I’m at a fully remote company of less than 50 employees. Cultures within organizations differ greatly and are impacted by several factors including size. One thing is clear to me: leadership sets the tone for organizational culture and the importance of fostering positive relationships within the organization.
There are several strategies that organizations can implement to increase their focus on relationships; for any to be successful, this work must start with a demonstrated commitment from leadership.
Communication
Listening and sharing are the most important things anyone can do, especially leaders. An environment in which staff feel comfortable expressing their ideas and feedback, and know that their leaders not only welcome, but truly value hearing from their employees is a healthier and happier place.
Feedback
Regular mechanisms to give and receive formal and informal feedback are part of a culture that strives for continuous improvement. Supervisors who provide constructive feedback demonstrate that they care about the growth and development of their team. Supervisors who truly consider feedback from their team are more likely to earn respect and trust, and in turn, motivate their team. When a leader makes a unilateral decision that greatly impacts a team, without taking the input from that team into consideration, team members are likely to feel frustrated and unmotivated; they resent that their input does not matter.
Team Building
Staff should have the opportunity to connect and bond with one another. Whether at an all-company retreat or a social outing, activities that foster stronger relationships will contribute to building trust within a team. Recently at DRG, we have implemented water cooler chats at our weekly meetings, where team members choose breakout rooms for different topics. It is a fun way to connect and chat about shared personal interests with a smaller group of colleagues!
Recognition and Appreciation
We are all human after all. A close friend of mine recently shared with me the difficulty she is having with her current supervisor who is constantly nitpicking her work and seldom offers sentiments of gratitude or praise. This is basic: if you want the people in your organization to feel good about what they are doing, and you want to encourage them to continue to work hard, thank them! Tell them what you liked about what they put forward. It is always OK to offer constructive feedback as well, but your feedback will be better received if it is sandwiched with compliments. People will want to stay where they feel appreciated and valued!
It takes time and a conscious effort to foster strong working relationships. Especially within the context of a non-profit organization, it is critical to keep the mission of the organization as the north star. Through strong communication, consistent feedback, conscious team building, and offering praise, leaders decrease burnout among their staff and foster an organizational culture that focuses on relationships. This leaves staff in the best position to focus on the goals and do good work with the mission as the guide.
