How to build rapport in an organisation?

A manager dons many roles of a leader, advisor, guide to a team. Switching between these roles, there might be a certain disconnect between you and your team without either of your attention. It is important to have a healthy communication system and be attuned to employee needs for an organization to make progress, attract and retain talent.

One size doesn’t fit all, nor does one strategy. It is important to make an active effort to build a rapport with every member of the team. Here are some ideas to build rapport and maintain it even if the employee is leaving the company.

How to build rapport with new employees

Remember your own first day? The excitement and the fear of joining a new team, new colleagues, and maybe a new office for new hires. It is never a good idea to thrust a new member in an office without a proper onboarding process. In fact, over 20% of the turnover happens within the first 45 days. It becomes the responsibility of a leader or a manager to make them feel comfortable and in sync with the rest of the team.

There are other benefits to having a good onboarding procedure as well,

  • The employee turnover is reduced by 30% on practicing a well-designed onboarding program.

  • The miss 70% fewer work days due to poor health when engaged actively.

  • They have at least 50% higher new hire productivity

It is important to build a good rapport with a new team member, here are some activities that you can implement to build a good rapport as well as introduce them to the team,

  • Have a know you session where you invite all the employees to socialize with the new employee over the break-hour. This will reduce the initial awkwardness any new employee feels on the first day as well as makes them feel welcomed.

  • Engage the team in a fun and short icebreaker game to remove the initial awkwardness and get them in a conversation with each other.

  • Celebrate the arrival of a new team member with lunch. This assures them that the team cares and they are important to the organization’s growth.

  • Compliment on the new member’s progress and the team as a whole to cheer them on. Make sure that the team knows that they are contributing to the organization’s achievements.

How to share a good relationship with existing employees

Every team has its ups and downs. It is not realistic to expect a team’s journey to be all sunshine and rainbows. Research states that 69% of the employees work harder if their efforts are better appreciated. There might be some difficult conversations for the team and the manager. A manager needs to ensure to maintain a good relationship with every team member through this all.

Some pointers to keep in mind to maintain a great working relationship with the employees in the team

  • A team needs to reminded they are contributing to the organization’s growth by fulfilling their roles and being a part of the team. Prepare a periodic newsletter, preferably monthly, on the company’s progress and achievements. Keep the employees in the loop about the organization.

  • Praise plenty. Send out small appreciative cards or cheer the team for their achievement, however small counts. This assures the team and encourages others to put in an effort to accomplish their targets

  • Splurge on a team dinner or potluck to strengthen the bond between the team and get to know the team better outside office.

  • Over 52% of the managers just reviewed survey results but made no active efforts. Use results to identify the opportunities for changes and act on them as early as possible.

  • Be open. Have an open door hour for your employees to work on issues that they feel is hindering them from actualizing their potential or their productivity.

How to connect with employees without any common ground

By now, we know that it is important for a manager and the team to share a good relationship to be productive and achieve targets. While, it is relatively easy to establish rapport with someone with common interest, not so much when you don’t have much in common to talk outside of work. There are ways to build rapport with people without resorting to 20 questions,

Here are our ideas…

  • What, when and hows. Ask away open-ended questions and focus on the other person’s needs and ensure that the person realizes that you care about their experience in the company.

  • Make it count. Ask for their help with something small, the employee will realize their opinions are valuable and they are important to the team’s growth.

  • Compliment away. A genuine compliment from a manager is worth more than just common interests. 53% of the employees expect respect for their knowledge and experience from leaders.

A positive rapport with the team infinitely improves the organizational environment and makes working together rewarding, the quality of the work improves on the customer front. Share how you build rapport with your team in your organization in the comments.

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