How well do you know the people you work with? How observant are you about their personalities, attitudes, schedules, work ethic or team interactions?
Employee satisfaction often stems from a sense of being seen or feeling valued in the workplace, so with that in mind, it is the leader’s responsibility to observe and see. The power of observation is a handy tool for a business leader in any field.
Noticing and acknowledging a person’s work or accomplishments can positively impact both the output and morale of that employee. Feeling seen has a powerful effect on the psyche and will act as a motivating factor to continue excelling in their tasks.
For example, a client of mine was charged with creating several lengthy marketing materials for her company. The project was estimated to take a year, and she broke it up into small steps to make sure she was reaching her goals in a timely fashion to adhere to the year-end deadline. After six months, she was halfway through and losing steam. Several aspects of the project were more challenging than originally anticipated, and a change in staffing limited her ability to rely on colleagues. She felt that after so many months of work—the finish line seemed very far away.
Though not her boss, I was able to encourage her and validate her efforts to motivate her through the rough spots. However, what if she hadn’t had a coach on her side observing, noticing and validating her efforts? How much more motivating would it have been if her own supervisor had been observant of her triumphs and struggles and encouraged her along the way? The process of creating those materials may have been less rocky. A good leader would have seen her frustration with lags and delays and taken a moment to encourage her through them. When your struggles feel seen and acknowledged, the work somehow seems easier and less frustrating.
Observing is not limited to an individual or their work. It can also be noticing a team’s social dynamics. Noticing how teammates interact and work together can provide valuable insight into their strengths, weaknesses, challenges and opportunities. Observing interactions can also help leaders see breakdowns in communication and tension points early—allowing them to address and diffuse issues before any serious repercussions affect the work culture or negatively impact employees’ psychological safety.
Another of my clients was a fantastic observer of his team. He started noticing an extroverted and talkative employee constantly interrupting other teammates in meetings. This employee was well-liked, and his interruptions were often dismissed by others without a second thought—except for one teammate. After being talked over or shut down during the meetings over the course of several weeks, my client noticed that she spoke less, contributing little to group meetings and instead resorting to one-on-one email communications. She took the interruptions very personally. This was unfortunate because her insights and contributions were often valuable to the whole team. After addressing the issue with both parties—asking the extrovert to wait his turn and encouraging the other to speak up—the issue was resolved.
People want to be seen, so it might be time for leaders to start looking. Noticing and acknowledging a person’s work or a group dynamic can positively impact both the work output and morale of a team. What discoveries might you make by just taking the time to observe?