You may have noticed that over the past few weeks, the nation has been gripped by ‘Bodyguard’ fever: the television series most watched on the BBC all year, which has been the topic of numerous ‘water cooler’ conversations at work. Centred around the ongoing threat and execution of terrorist events and the impact of these on the Government, Security Services, Police and Armed forces, at the core of this drama is the concept of ‘loyalty’: who has it and to whom are they faithful?
So far, no different to a myriad of other dramas attempting to draw viewers. Here however the storyline is brilliantly balanced (and just a little bit too close to real life events we’ve seen to be dismissed as never-gonna-happen-here…), the acting even better and the ending…..well, far be it for me to unlock any spoilers for those who haven’t quite caught up on iPlayer, but suffice it to say it strikes again the right proportion of the believable and the shocking. And that’s because across all the goodies and baddies we meet in the series, across all the multiple plot lines, flaws and strengths are presented to us which are uniquely human and recognisable, with many coming from the type of loyalties which we see in ourselves in everyday life.
Of course, before we take the analogies too far, most of us after all aren’t likely to ever need or want to ‘take a bullet’ for our leader (it would bring a whole new meaning to ‘taking one for the team’…) however people take all sorts of action and inaction in the name of loyalty: they defend, attack and work hard for those they are loyal to. If your team are loyal to you, they’re going to care if you win the deal or not and put in the hours to help you secure it. If your team are loyal to you, they’ll travel to the ends of the earth for you (or even to that meeting in Bognor Regis someone’s slipped in their diary for 4pm on a Friday night…). And if your team are loyal to you, they’ll think twice about replying to that message received from a recruiter who’s been stalking them on LinkedIn…..
There are many ways to inspire and earn the type of loyalty which will transform your business but we’ve cherry picked our favourites below to give you a headstart:
- Include others in the conversation. Listen to what your team are saying ( and also to what they’re not saying) as a healthy team is one where constructive dialogue and challenge is welcomed. So if your team is tight lipped or never offers anything more than a murmured ‘whatever you say boss’ to everything you suggest or ask, then now might be time to do a bit more listening than telling. Not sure how to do this?
- Be a little bit vulnerable yourself: you certainly don’t need to take the lead from Hawe’s character in Episode 3 and have a ‘pre-conference’ moment yourself with a member of your team (in fact please don’t unless you want someone to take the lead in bringing some sort of harassment allegation against you) however disclosing information about yourself, including how you feel and what challenges you also may be up against, helps others to feel that they themselves can open up themselves a bit more too. It helps build trust and cement good relationships.
- Stand back. People will not show you their best selves if you are looking over their shoulder constantly or lurking in that Google doc you’ve shared with them watching every keystroke and willing it to populate (yes, they can see you doing this – that’s why they’re called ‘live’ documents!). They will instead show you signs of anxiety and (probably) frustration. But never the flourish you are looking for. Period.
- Treat people with respect: this includes not hiding bad news when it surfaces and not avoiding difficult conversations. Many years after I left one particular company I would have gone out of my way to recommend them as a brilliant place to work, despite the fact that my exit came shortly after writing my own redundancy letter*. The reason? Despite the P45, throughout my time with them, they had always been upfront with the bad news and treated me like an adult. And you’d be surprised at how uncommon that is….
But the biggest way to inspire loyalty? I’ll give you a hint: it’s not the people working for you who should be taking on the role of Bodyguard. As their leader, it is you who should have their back. The one who should support and look out for them. Any team who doesn’t feel they have the support of their leader is not one which will feel loyalty. And in turn, all honesty, performance and discretionary effort flies out of the window along with all those ideas which may just help you become the next Apple, Google or Amazon….
For help in inspiring your own brand of employee loyalty in your team, drop us a line via email@example.com or 0203 627 7048.
*It’s very common in HR-land to do this I promise. I mean, who else are you going to ask?