The Value Behind Asking Employee “How Are You?”

One of the things that separate bad leaders from good ones is the ability to truly connect with their employees. Employees who feel like their needs are important will work harder and more enthusiastically than employees who don’t feel that way. 

In this article, we shed some light on the value of asking your employees how they are doing: 

It promotes inclusion in the workplace 

Asking your employees how they are doing is a great way to show them that you care about their well-being and the overall health of your team. According to HBR, humans have an innate need to belong. This means asking your employees how they are doing is an opportunity to connect with them on a more personal level, and this helps you get to know them better and foster stronger relationships.  

By asking this simple question regularly, you can help create an environment where employees feel safe sharing their feelings—which will ultimately lead to higher levels of engagement and productivity. 

It’s a great leadership quality 

When you ask your employees how they are, you’re showing that you care about them as people. It’s a simple way to show that you value their well-being at the workplace, which is a great leadership quality. When your employees feel like they matter and are cared for, they’ll be more likely to go above and beyond in their work. 

It helps you create a connection with employees 

Research shows that many employees want more connection with their coworkers. If you’re able to connect with people on a personal level, they’ll be more likely to trust you and open up to you in future conversations or work-related issues.  

This will make your relationships with employees much stronger, which can help you build trust throughout the company culture. Trust within an organization is essential for creating a positive culture—and we all know that happy employees work harder than unhappy ones! 

Bottom line it’s great for your team 

Employee engagement has been shown to be positively correlated with higher productivity and employee retention, as well as positive word-of-mouth marketing. People who feel engaged with their work are more likely to stay at their job and recommend it to others.  

Engaged employees also tend to be more invested in the success of your business—not only do they enjoy what they do more, but they will often go above and beyond to help make sure that the company succeeds by identifying problems or making suggestions for improvement. 

Conclusion 

A study from HBR shows that exclusion is a rising problem among companies. A big part of that is the lack of commitment for leaders to check in with their employees. Asking your employees how they are doing goes beyond just words.  

It communicates that you care about their well-being, as well as their personal and professional development. It’s a way to create a bond with your employees and show them that they are valued members of your team.  

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