Ever seen a horde of zombies? I don’t mean in the theater or on Netflix. I mean, when you walk into any place of business and find people are staring off into space, giving one-word answers to every question you ask.
I have. Many times. And not just in one workplace, leading one team, but several. What is this phenomenon? Is it a sign of pure mental focus? If so, these people must be efficient machines.
In my experience, it’s either hyper-focus … or boredom.
If it’s the former, great, focus is a good thing, but not at the cost of engagement. Working in your bubble can be okay for a project or an occasional task, but it shouldn’t be the norm.
If it’s boredom? Well then, friend, you have a whole other problem. If your team 1) doesn’t communicate with each other, 2) has a mundane task list 3) doesn’t seem to care, 4) can’t wait to get out for lunch or go home, it’s boredom.
You can’t just Let It Be, Paul. But with a bit of creativity and time, you, the captain of your team’s ship, can make this cruise fun and rewarding.
Happy and fulfilled people are efficient, effective, and loyal. What does that mean? It means you can build an army of people who care about their work, want to be there, and will actually have fun in the office. This concept is by no means revolutionary or new. Amazing thinkers have been screaming this message for years.
So how do we turn bored teammates (and hyper-focused ones) into a dream squad? There are a million ways to achieve this goal. But I’ll tell you what I’ve done and how.
Step 1: Profile Your People
Whether you inherit a team or are building one, it’s time you make a professional profile on each person and begin your campaign of trust-building.
First, I suggest speaking privately with each member, interview style. What do they like about their work? What don’t they like? What are their professional interests, hobbies, and goals? What are they looking for in a team leader?
It is time to listen and learn about your team. You’re showing that you value them and their input. In turn, they’ll be more likely to communicate with you in the future.
It isn’t just about trust, either. It’s also about getting a feel of what motivates each person. If you know what drives them, you can better guide their growth. You’ll understand which projects they’ll be more engaged in and which assignments they’re interested in taking a swing at. You’ll have a sense of their struggles and challenges and can help them more effectively.
Step 2: Talking is Mandatory
Work environments that feel like libraries or morgues drives me nuts. I like a lively atmosphere. I want conversations and strategizing and jokes.
Toss out any preconceived notions that productivity equals silence. There should be talk happening around you because if your team is comfortable speaking to their cubicle mates, they’ll be comfortable with creative collaboration too.
I also recognize the need for digital communication in the workplace. Personally, Slack is my favorite tool. But leaders can inject life there too. On Slack, I always make sure there’s a ‘Brain Break’ channel for jokes, videos, and memes. Give them a place to let loose, and don’t stress. They’ll know what’s appropriate, and you’re showing how much you trust them.
Step 3: Weekly Meetings
I know, I know. You’re thinking, “More meetings?”
In my experience, a Monday morning check-in does wonders. But before you get into the business side of things, try an ice-breaker. Ask them about their weekend highlights or their families. Check in about that cool hobby they mentioned last week. Share your highlights, too! Show them you value their individuality.
This small step has the power to build comfort and trust between you and each team member and within the team as a whole. And don’t forget: team members who trust each other are more likely to collaborate and lend expertise.
Step 4: Celebrate.
Bust out the paper plates. Roll out the donuts. Pass around the Peet’s coffee.
You might be thinking, “We’re here to work, not waste time blowing out candles.”
Okay, Scrooge. But really — I have a good reason for the celebrations. People who work hard should enjoy recognition for milestones, birthdays, anniversaries, and accomplishments. Lifting your team up with something fun is the easiest way to say thank you and give them an intrinsic reward.
Overall, your role as a leader is to provide structure and guidance and to cultivate a positive atmosphere and culture.
You want to win, right? Well, your team does, too.
So go out of your way to celebrate them. Humble yourself and learn. Ask those ice-breakers and uncover those hidden motivations. If us leaders have the courage to make our team members feel trusted and valued, their potential is unlimited. The wins will come more often. And the zombie brains will be buried in the past.
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