3 Words Every Employee Needs to Hear in 2015

This past year we have seen lots of unrest in the world and here at home.  From our journalist being beheaded by terrorist extremists, Russia invading the Ukraine, Ebola entering the United States, racial strife with grand jury decisions, and the political elections shifting power in Washington D.C.  One thing is constant, and that is change. 


As a leader you process these events yourself and at times, if you let them, these shifting and uncertain circumstances can impact your day-to-day productivity.  The unrest in the world also impacts your workforce and they need your vision, words of encouragement, and grounding perspective to push forward in 2015.  You have the responsibility to inspire, comfort, and challenge your team to greatness and your efforts in this area are the investment you need to be making.

Your leadership should include personal time with each leader on your team.  Who are they as people?  What are their interests, hobbies, and passions apart from work?  Developing a connectedness with individuals allows you to build trust and experience a professional closeness that will also involve personal information from each of you that contributes to a healthy working relationship.


As you enter 2015 the three words as a leader that resonate with your team center on trust.  The concept of trust actually runs counter intuitive to what many experience with the world events around them.  Many individuals on your team do not trust what is happening around them so hearing about trust from you will catch their attention and allow you an inroad into their lives as a result. 

What your employees need to hear from you is simple, powerful, and empowering.

“I trust you!”


When your team starts to process the fact that you do trust them, it directly impacts their day-to-day activities, productivity, and their increased contribution to the work at hand.  Your trust fuels the workforce engine and individuals will try new ideas, develop new procedures, and will align with the workplace culture that rewards individual success and accomplishments.


So let’s be honest.  If you have a leader or employee on the team that you do not trust, you have an obligation within the first quarter of 2015 to do something about it.  Things in your workplace will not change without your strategic, meaningful, and intentional effort.  Meet with that employee, detail your thoughts, and ask for corrective action and follow through on their part. If they take steps to change their behavior, trust can be built or restored.  If you do not see the expected and needed changes, your coaching should encourage him or her to seek another opportunity, even if that includes seeking employment with another organization. 

Be assured that if you choose not to deal with employees you do not trust, that decision will impact your entire workforce.  Everyone knows when there is a disconnect or unrest on your team.  Your actions as a leader communicate to everyone that you may value trust but not the work that it takes to establish and maintain it.  Let 2015 be the year that you trust more, connect more, and increase your impact as a leader and organization as a result.