In today’s fast-paced work environments, where teams are often dispersed and diverse, creating a sense of comfort and cohesion is crucial for fostering collaboration and productivity. One effective method for achieving this is the SHR approach—Seen, Heard, and Remembered. Let’s delve into how you can implement this method to make your teams comfortable and thriving.
Seen
Feeling seen means that team members feel acknowledged and valued for their contributions. It’s about creating an environment where everyone’s presence is recognized and appreciated.
- Regular Check-ins: Schedule regular one-on-one or team check-ins to provide opportunities for team members to express themselves, share updates, and address any concerns.
- Active Listening: Practice active listening during meetings and discussions. Make eye contact, nod, and provide verbal affirmations to show that you’re truly engaged and attentive to what others are saying.
- Recognition: Acknowledge and celebrate the achievements and efforts of team members publicly. Whether it’s a simple shoutout in a meeting or a more formal recognition program, showing appreciation goes a long way in making individuals feel seen.
Heard
Feeling heard means that team members feel their opinions, ideas, and concerns are listened to and taken into account.
- Encourage Participation: Create an inclusive environment where everyone feels comfortable sharing their thoughts and ideas. Encourage participation by asking open-ended questions and inviting input from all team members.
- Feedback Culture: Foster a culture of constructive feedback where team members feel empowered to provide input and suggestions for improvement. Ensure that feedback is given respectfully and with the intention of helping each other grow.
- Empowerment: Empower team members to take ownership of their work and decision-making processes. Give them the autonomy to make choices and contribute to the team’s goals, which fosters a sense of agency and being heard.
Remembered
Feeling remembered means that team members feel that their individual preferences, strengths, and challenges are taken into consideration.
- Personalized Approach: Get to know your team members on a personal level—understand their strengths, weaknesses, preferences, and aspirations. Tailor your interactions and assignments to align with their individual needs and interests.
- Flexible Work Arrangements: Accommodate diverse working styles and preferences by offering flexible work arrangements such as remote work options, flexible hours, or alternative workspaces. This demonstrates that you value and remember the individual needs of your team members.
- Development Opportunities: Provide opportunities for growth and development that are personalized to each team member’s career goals and aspirations. Whether it’s through training programs, mentorship opportunities, or stretch assignments, investing in their professional development shows that you remember their ambitions and are invested in their success.
By implementing the SHR method—Seen, Heard, and Remembered—you can create a supportive and comfortable environment where your team members feel valued, respected, and empowered to do their best work. Stay tuned for Page 2, where we’ll explore real-world examples of organizations successfully applying the SHR method.
Real-World Examples of the SHR Method in Action
Now that we’ve explored the key components of the SHR method—Seen, Heard, and Remembered—let’s take a look at how some organizations have successfully applied this approach to create comfortable and thriving teams.
Example 1: Google
Google is renowned for its inclusive and supportive work culture, and a key aspect of this is its emphasis on making employees feel seen, heard, and remembered.
- Seen: Google’s open office layout and regular team meetings provide ample opportunities for employees to be seen and recognized for their contributions. Additionally, Google’s peer recognition programs allow employees to nominate and celebrate each other’s achievements.
- Heard: Google encourages a culture of open communication and feedback, with regular “TGIF” (Thank God It’s Friday) meetings where employees can ask questions directly to the leadership team. The company also conducts regular surveys to gather feedback from employees and takes action based on their input.
- Remembered: Google offers a wide range of perks and benefits tailored to individual preferences, from on-site wellness programs to flexible work arrangements. The company also provides ample opportunities for professional development and career growth, with personalized coaching and training programs.
Example 2: Patagonia
Outdoor clothing company Patagonia is another example of an organization that prioritizes the comfort and well-being of its employees through the SHR method.
- Seen: Patagonia’s flat organizational structure and open-door policy ensure that employees at all levels feel seen and valued. The company also hosts regular town hall meetings where employees can ask questions and share their thoughts with leadership.
- Heard: Patagonia fosters a culture of transparency and inclusivity, with regular feedback sessions and employee-led initiatives such as the “Let My People Go Surfing” program, which allows employees to take time off for outdoor activities.
- Remembered: Patagonia is committed to supporting employees’ work-life balance and personal interests, offering perks such as on-site childcare, flexible work schedules, and sabbatical programs. The company also provides opportunities for employees to engage in environmental activism through its employee-driven environmental grants program.
By following the examples set by organizations like Google and Patagonia and implementing the SHR method in your own team or organization, you can create a supportive and comfortable work environment where employees feel valued, respected, and empowered to do their best work. Start small by incorporating some of the strategies outlined in this article, and watch as your team flourishes and thrives.