At PSA TEC in May, I had the opportunity to sit through an excellent panel discussion put on by the PSA Leadership Committee which focused on developing continuity and a shared purpose among the different generations in the current workforce.
Although the delivery method for each generation was slightly different, the underlying message was the same: everyone wants to achieve value, both for their work and their personal attributes.
In a workplace with many individuals, the way each person perceives value is likely to be different. I believe these differences in value can help to build a strong and cohesive work force once we learn how to identify and capitalize on them.
Here are six ways I think we can identify value in others in order to help build a winning team:
1. Recognition: I think one of the most common ways people feel valued is through recognition. I define recognition as someone else telling others about your value. We typically see this during group meetings, praising others or their successes to their supervisor, or some other form of public recognition of their accomplishments or efforts.
2. Praise: Although self-explanatory, praise is what most people naturally think of when they discuss being valued. This is the direct message from someone of a job well done, or sharing with them the value they provide to you and others. I find the best way to give praise is to be deliberate with your message. Look them in the eye, explain what they did well, and let them know you appreciate it.
3. Empowerment: Another way people feel valued is through the power to make decisions. Empowerment and freedom to lead the charge, to make mistakes, and to feel supported in their ability to do so not only demonstrates that they are valued, but that they are trusted to think on behalf of others. Although typically provided by a supervisor, I believe the true power in decision making can come from someone’s peers.
4. Input: I often hear the phrase “value added opinion.” Although directly stated, we can overlook the fact that if you ask for someone’s input, it demonstrates that they inherently have value. This is also a great way to demonstrate value to a new employee or someone you haven’t worked with, as you don’t need a previous interaction to ask for input and develop a trusting relationship.
5. Space: There are certain people who feel most valued by simply having space to do their own work. Have you had a peer or an employee who seems to shy away from your praise or ideas? Do they seem uncomfortable with recognition? It’s possible that this individual feels most valued when they are trusted to do their job with little oversight or management. Giving them the space to succeed (or even fail) on their own is the best show of value you can provide.
6. Collaboration: Simply being asked to be a part of a team is a tremendous way to show someone value. It always makes me think of playing sports in gym class a child. Everyone wanted to be picked (the earlier the better) but the act of inclusion brings out the desire to perform even better. Knowing that you are willing to include others in your projects is a great way to show that you value their work, personality, and everything else they have to offer to the completion of something that you are claiming as your own.
The benefits that come to a team who feels a strong sense of worth can be immeasurable. The best way to achieve a team focused on the value of others is simple. Just communicate your style and ask about theirs. Everything else is easy!
Anthony Berticelli is the Director of Education for PSA Security Network. To request more info about PSA, visit www.securityinfowatch.com/10214742.
