The importance of looking for opportunities to support and bolster your team
Here’s what a manager said to me recently: “I don’t really see encouragement as part of my job. I hire good people. They know what to do. They don’t need me to pat them on the back.”
Wow. Really? That from the same organization where staff turnover is at a boiling point. Everyone needs encouragement and, perhaps counter-intuitively, your best people need it the most because, chances are they are taking on more than ever before.
Focus on Strengths
That’s the sentiment that Gallup popularized a number of years ago in First Break All the Rules: What the world’s Greatest Managers do Differently. Most managers spend the majority of their time working with employees who need to improve. They tend to ignore their high performers in exactly the same manner as the manager I talked to recently.
“They’re good at what they do. They don’t need encouragement from me. They are intrinsically motivated.” But that’s flawed thinking. They do need encouragement. And, if they don’t get it from you, they’re likely to seek it elsewhere.
Hearing this statement from her, I was compelled to say, “That’s exactly why your best people are leaving.”
Encouragement isn’t about participation trophies or inflating egos. It’s about seeing people. Really seeing them. And sometimes, your encouragement today could be someone’s turning point.
Pulling Them Back: Re-Engaging Your Team
If you’re in leadership, you’ve seen it. Someone who was formerly engaged, productive, and a high contributor begins to withdraw. They start watching the clock, and even leaving early. They don’t volunteer to take on new assignments. They rarely contribute in meetings where they were once key contributors.
Your response? Give them space. Don’t push them. They’ll come around.
But what if they don’t?
Instead of taking a “wait and see” approach, be proactive. Reach out. Give some encouragement. This is the time when a one-on-one conversation is in order—a stay interview. “I’ve noticed that you seem a little withdrawn lately. Is everything okay? How can I support you?”
That could be the turning point someone desperately needs.
Encouragement is the Gift That Keeps on Giving
Here’s what I’ve learned in more than two decades of working closely with healthcare leaders: Encouragement doesn’t cost you anything. But the return on investment is extraordinary.
Encouragement is the gift that keeps on giving. Because when people feel encouraged, they encourage others. It multiplies. Think about the last time someone genuinely encouraged you. Not a generic “good job,” but real, specific acknowledgment of something you did well.
How did it make you feel? Energized? Motivated? Like you wanted to do even more? That’s the kind of impact you can create for the people on your team.
It doesn’t have to be complicated:
- “I noticed how you handled that difficult patient yesterday. The way you stayed calm and really listened—that’s exactly the kind of care that our mission promises.”
- “I know you’ve been dealing with a lot at home. I just want you to know I see how hard you’re working to keep everything together, and I appreciate you.”
- “You’ve been quieter lately. I’m here if you need to talk. And I want you to know your contributions matter to this team. You matter to this team.”
When people feel encouraged they take ownership, they contribute more, they’re more productive—and they stay!
Don’t underestimate the power of saying: “I see you. I appreciate you. You matter here.”
Because sometimes, that’s exactly what someone needs to hear. Make sure they’re hearing it from you.
