I have two puppies, Lily and Maya. Although they may not “technically” qualify as puppies anymore, they are still babies in my eyes. Lily is 6, and Maya will be 3 in a few short days. They are very different: Lily is definitely a princess and extremely protective (we sometimes call her Killer because she’s the one that will nip), while Maya is the happy, not-as-sharp but definitely eager-to-please, food-motivated puppy with a loud bark who would probably lick an intruder into submission. Last night, as I was preparing for bed, I realized something: They reminded me of how we treat our teams.
When Sunny is out of town, they both have their own spot on the bed. As I went to give Lily her cuddles, Maya was on the other side. I felt guilty for giving Lily more attention instead of Maya, so I turned over to give Maya some affection as well. Maya is always jealous of the attention Lily gets from me. She was first and has a special place in my heart, but as a true mom, so does Maya. Now Lily gives me the side-eye when I give additional attention to Maya. It got me thinking: I wonder if this is how our employees feel.
Let’s be honest, we all have those team members who have been with us forever. They hold a special place in our hearts, and while they may not be doing anything new, they are extremely loyal and protective of the organization. They are like Lily. Then you have the newer team members, always happy, willing to go the extra mile, looking for praise, and expecting appropriate compensation (food-motivated) like Maya. You love both but need to understand how to show each appreciation effectively.
Lily loves to cuddle, Maya does not. Maya wants belly scratches or a treat, Lily does not. Maya will do tricks, Lily will give you the side-eye. They are both very different. So are our employees. So why do we think we can lead both sets of team members the same way?
Your leadership style needs to be nimble as well. We need to recognize that individuals’ needs differ based on their personalities, age and how long they’ve been with your organization. While we all want praise, consider the following:
- Value Different Perspectives: Everyone brings something unique to the table. Listen to and appreciate the viewpoints of both long-term team members and newcomers. This mix can lead to creative solutions and fresh ideas.
- Adjust Your Communication: Different people have different communication preferences. Some might prefer face-to-face conversations or a chat over coffee, while others like emails or messages. Be flexible and find out what works best for everyone. There’s no harm in asking how they prefer to communicate.
- Blend Experience with Innovation: Long-time employees have valuable experience and have been through the trenches with you. Newer team members often bring fresh ideas. Encourage collaboration between them so they can learn from each other and blend the old with the new.
- Understand How They Like to Be Praised: During onboarding, ask team members about their preferred methods of praise. Do they like formal recognition or would they prefer a personalized card or gift? Understanding what motivates a team member is key. Lily prefers a good cuddle, while Maya loves a treat. You need to know the difference.
- Offer Personalized Growth Opportunities: Everyone’s career goals and development needs are different. Provide opportunities that cater to various levels of experience and ambition—whether it’s leadership training for those looking to advance or skill-building sessions for newer staff.
As leaders, like parents, we need to ensure we show equal love and appreciation to all our team members. Some will be your star pupils, while others may not shine as brightly, but making sure your team knows their leader is fair in their appreciation is invaluable when building winning teams. Find the balance, know their strengths, and you’ll be fortunate to have a very happy and appreciated team—and puppies 😊.
