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Use our Best-Self Kickoff
Encourage managers to use the Best-Self Kickoff with their team members to develop the relationship and understand their team membersβ work preferences (e.g., how they like to give and receive feedback, how they like to be recognized).
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Implement relationship-building technology
Encourage People Ops/HR to implement relationship building technology, such as Donut or Spark Collaboration for automated coffee chats.
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Create collaborative objectives
Encourage team members to create collaborative objectives, especially when work is completed by teams.
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Strengthen relationships by encouraging managers to respond to team member High Fives with enthusiastic support such as βThis is great news!β and βTell me more!β.
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Practice active constructive responding
Encourage People Ops/HR and managers to include a standard question in the 15Five Check-in such as βAre there any wins youβd like to share?β Train managers to respond to team members' wins with enthusiastic support such as βThis is great news!β and βTell me more!β to strengthen the relationship.
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Develop the relationship during 1-on-1s
Encourage managers to spend the first 5 minutes of each 1-on-1 talking about non-work related topics to develop the relationship and build trust.
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Encourage coffee chats
Encourage People Ops/HR or managers to add a custom question in the next recurring 15Five Check-in: Who would you like to get coffee with and get to know better? to help team members develop more relationships.
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Set a clear vision
Encourage leaders to set clear vision, strategy, and agreements.
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Conduct a positive energy network analysis
Encourage People Ops/HR to conduct a positive energy network analysis. Identify and reward top positive energizers who uplift peopleβs moods and leave them feeling elevated, energized, and motivated.
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Practice vulnerability
Train managers to be vulnerable and share about themselves to build trust.
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Ask more questions
Train managers to ask questions and talk about non-work related topics.
