Learn How to Successfully Manage with Humility While Supporting Your Teams
In a recent Facility Safety Management article, UG2 account director Rebecca Mohrmann outlines strategies for genuinely and effectively supporting diverse teams as a manager.
Rebecca describes the need to “manage with humanity and to foster a CREW mentality for your team where Communication, Respect, Empathy, and a Willing Attitude are continually encouraged and celebrated.” This approach ensures all team members are rowing in the same direction, toward the same goals.
The article opens with a discussion of the factors that go into managing with humanity by modeling an open, honest, and respectful workplace. According to Rebecca, this involves managers:
- Creating an environment of psychological safety by showing your own vulnerabilities and emotions so that others can comfortably take risks and be openly vulnerable.
- Acknowledging and learning from your own mistakes and sharing them with team members.
- Cultivating self-awareness about your values, beliefs, and behaviors, and their impact on others.
- Acting with care and good intent, connecting on a personal level, and showing appreciation and support.
- Backing up integrity with actions like demonstrating transparent decision-making, providing honest constructive feedback, and correcting mistakes.
- Creating growth opportunities for team members, including helping them explore what motivates their best work.
Rebecca breaks down the CREW approach in detail, explaining how embracing each of its elements can help individuals thrive and excel in the workplace — and on their teams. She explains the key points for each component of CREW that leaders should work to nurture in the employees they supervise:
Communication is a two-way street. According to Rebecca, active listening means truly focusing on the speaker, trying to understand the thoughts and intentions behind the words, and even tuning into the speaker’s body language and tone of voice while monitoring your own. The other side involves speaking concisely and with clarity, which can be a challenge for any team.
Respect must be modeled by everyone. In busy FM environments, respect can fall by the wayside for many reasons. Rebecca outlines how managers must consistently demonstrate respect by taking the time to explain the reasons behind decisions, acknowledging others’ efforts, and modeling respectful disagreement.
Empathy is critical in every FM job, at every level. Managers can foster empathy by reminding team members that no one truly knows what is going on with their colleagues on a personal level, Rebecca explains. Actively discouraging rumors and gossip is an important piece of this strategy.
A willing attitude makes a huge difference. FM operational teams that are siloed can fall into the unhealthy “it’s-not-my-job” attitude. Rebecca points out how failing to extend support to others in different roles can not only lead to resentment, but it can also undermine service delivery.
Taking a comprehensive approach to supporting diverse teams is increasingly important in today’s workplace. For more insights into managing diverse teams, read Rebecca’s full Facility Safety Management article. You can also check out UG2’s blog for best practices, tips, and strategies for managing facility services teams to workplace safety to training and mentoring.