𝐏𝐞𝐨𝐩𝐥𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐓𝐞𝐧𝐞𝐭 𝟔 𝐨𝐟 𝟏𝟎

𝐊𝐧𝐨𝐰 𝐘𝐨𝐮𝐫 𝐏𝐞𝐨𝐩𝐥𝐞 𝐚𝐧𝐝 𝐘𝐨𝐮’𝐥𝐥 𝐁𝐞 𝐑𝐞𝐰𝐚𝐫𝐝𝐞𝐝

When managers make the effort to truly know their people, they lay
the foundation for stronger relationships and better experiences.

The easiest trap for managers is to think that “ 𝐤𝐧𝐨𝐰𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐩𝐞𝐨𝐩𝐥𝐞 ”
𝐦𝐞𝐚𝐧𝐬 𝐫𝐞𝐦𝐞𝐦𝐛𝐞𝐫𝐢𝐧𝐠 𝐛𝐢𝐫𝐭𝐡𝐝𝐚𝐲𝐬 , 𝐡𝐨𝐛𝐛𝐢𝐞𝐬 , 𝐨𝐫 𝐤𝐢𝐝𝐬’ 𝐧𝐚𝐦𝐞𝐬 . Those
details matter, but they don’t scratch the surface of what truly builds
the people –manager relationship.

Knowing your people 𝐚𝐥𝐬𝐨 𝐦𝐞𝐚𝐧𝐬 𝐲𝐨𝐮 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞𝐢𝐫 𝐜𝐚𝐫𝐞𝐞𝐫
𝐠𝐨𝐚𝐥𝐬 , 𝐭𝐡𝐞𝐢𝐫 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬 , 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐭𝐡𝐚𝐭 𝐠𝐞𝐭 𝐢𝐧 𝐭𝐡𝐞𝐢𝐫 𝐰𝐚𝐲. It
means you can connect their work to what matters most to them,
whether that’s mastering a skill, preparing for the next role, etc.

This mattes because without it, managers default to treating people as
interchangeable. And interchangeable talent doesn’t stay. Gallup
found that 𝐰𝐡𝐞𝐧 𝐩𝐞𝐨𝐩𝐥𝐞 𝐮𝐬𝐞 𝐭𝐡𝐞𝐢𝐫 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬 𝐞𝐯𝐞𝐫𝐲 𝐝𝐚𝐲, 𝐭𝐡𝐞𝐲 𝐚𝐫𝐞
𝐬𝐢𝐱 𝐭𝐢𝐦𝐞𝐬 𝐦𝐨𝐫𝐞 𝐥𝐢𝐤𝐞𝐥𝐲 𝐭𝐨 𝐛𝐞 𝐞𝐧𝐠𝐚𝐠𝐞𝐝 𝐚𝐭 𝐰𝐨𝐫𝐤 , 𝟖% 𝐦𝐨𝐫𝐞 𝐩𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐞 ,
𝐚𝐧𝐝 𝟏𝟓% 𝐥𝐞𝐬𝐬 𝐥𝐢𝐤𝐞𝐥𝐲 𝐭𝐨 𝐪𝐮𝐢𝐭 𝐭𝐡𝐞𝐢𝐫 𝐣𝐨𝐛𝐬 (Gallup, 𝐸𝑚𝑝𝑙𝑜𝑦𝑒𝑒𝑠 𝑊𝘩𝑜 𝑈𝑠𝑒
𝑇𝘩𝑒𝑖𝑟 𝑆𝑡𝑟𝑒𝑛𝑔𝑡𝘩𝑠 𝑂𝑢𝑡𝑝𝑒𝑟𝑓𝑜𝑟𝑚 𝑇𝘩𝑜𝑠𝑒 𝑊𝘩𝑜 𝐷𝑜𝑛’𝑡). But the point isn’t to
squeeze out more work. It’s about dignity and fairness. 𝐏𝐞𝐨𝐩𝐥𝐞
𝐬𝐡𝐨𝐮𝐥𝐝𝐧 ’𝐭 𝐡𝐚𝐯𝐞 𝐭𝐨 𝐠𝐢𝐯𝐞 𝐦𝐨𝐫𝐞 𝐭𝐡𝐚𝐧 𝐭𝐡𝐞𝐲 ’𝐫𝐞 𝐩𝐚𝐢𝐝 𝐟𝐨𝐫 𝐢𝐧 𝐨𝐫𝐝𝐞𝐫 𝐭𝐨 𝐟𝐞𝐞𝐥
𝐯𝐚𝐥𝐮𝐞𝐝 . 𝐓𝐡𝐞𝐲 𝐬𝐡𝐨𝐮𝐥𝐝 𝐟𝐞𝐞𝐥 𝐯𝐚𝐥𝐮𝐞𝐝 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐲𝐨𝐮 𝐬𝐞𝐞 𝐭𝐡𝐞𝐦 𝐚𝐬
𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥𝐬 , 𝐧𝐨𝐭 𝐜𝐨𝐠𝐬 .

𝐄𝐯𝐞𝐫𝐲𝐝𝐚𝐲 𝐌𝐨𝐯𝐞𝐬
𝐔𝐬𝐞 𝟏:𝟏𝐬 𝐭𝐨 𝐚𝐬𝐤: “𝐖𝐡𝐚𝐭 ’𝐬 𝐨𝐧𝐞 𝐬𝐤𝐢𝐥𝐥 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐭𝐡𝐢𝐬 𝐲𝐞𝐚𝐫 ?”
𝐚𝐧𝐝 𝐭𝐫𝐚𝐜𝐤 𝐭𝐡𝐞 𝐚𝐧𝐬𝐰𝐞𝐫 .

𝐑𝐞𝐯𝐢𝐬𝐢𝐭 𝐠𝐨𝐚𝐥𝐬 𝐪𝐮𝐚𝐫𝐭𝐞𝐫𝐥𝐲 𝐭𝐨 𝐬𝐞𝐞 𝐢𝐟 𝐰𝐨𝐫𝐤 𝐢𝐬 𝐡𝐞𝐥𝐩𝐢𝐧𝐠 𝐨𝐫 𝐡𝐢𝐧𝐝𝐞𝐫𝐢𝐧𝐠
𝐩𝐫𝐨𝐠𝐫𝐞𝐬𝐬 .

𝐒𝐡𝐚𝐫𝐞 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮’𝐯𝐞 𝐧𝐨𝐭𝐢𝐜𝐞𝐝 𝐚𝐛𝐨𝐮𝐭 𝐬𝐨𝐦𝐞𝐨𝐧𝐞 ’𝐬 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬 𝐚𝐧𝐝 𝐚𝐬𝐤 𝐢𝐟
𝐢𝐭 𝐫𝐞𝐬𝐨𝐧𝐚𝐭𝐞𝐬 . 𝐒𝐞𝐥𝐟-𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 𝐠𝐫𝐨𝐰𝐬 𝐨𝐧 𝐛𝐨𝐭𝐡 𝐬𝐢𝐝𝐞𝐬 .

Here’s the truth: 𝐰𝐡𝐞𝐧 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐤𝐧𝐨𝐰 𝐭𝐡𝐞𝐢𝐫 𝐩𝐞𝐨𝐩𝐥𝐞 , 𝐭𝐡𝐞𝐲 𝐞𝐚𝐫𝐧
𝐭𝐫𝐮𝐬𝐭 , 𝐝𝐞𝐞𝐩𝐞𝐧 𝐜𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 , 𝐚𝐧𝐝 𝐦𝐚𝐤𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐬𝐭𝐚𝐲 𝐚𝐧𝐝
𝐠𝐫𝐨𝐰 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮. That is the real payoff of a strong people experience.
𝐈𝐭’𝐬 𝐚 𝐰𝐢𝐧 𝐟𝐨𝐫 𝐚𝐥𝐥 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐲𝐨𝐮𝐫 𝐩𝐞𝐨𝐩𝐥𝐞 , 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 , 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬
𝐩𝐫𝐨𝐬𝐩𝐞𝐫 .

𝐖𝐡𝐚𝐭 ’𝐬 𝐨𝐧𝐞 𝐬𝐭𝐞𝐩 𝐲𝐨𝐮’𝐥𝐥 𝐭𝐚𝐤𝐞 𝐭𝐡𝐢𝐬 𝐦𝐨𝐧𝐭𝐡 𝐭𝐨 𝐮𝐧𝐜𝐨𝐯𝐞𝐫 𝐚 𝐭𝐞𝐚𝐦
𝐦𝐞𝐦𝐛𝐞𝐫 ’𝐬 𝐜𝐚𝐫𝐞𝐞𝐫 𝐠𝐨𝐚𝐥𝐬 𝐨𝐫 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬 , 𝐚𝐧𝐝 𝐡𝐨𝐰 𝐰𝐢𝐥𝐥 𝐲𝐨𝐮 𝐚𝐜𝐭 𝐨𝐧 𝐢𝐭 𝐢𝐧
𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝟗𝟎 𝐝𝐚𝐲𝐬 ?