Earning respect from my team

[rosequartz]

I’m a service and engagement team lead and having a hard time with part of my team right now. Today, they blatantly did not listen to me when I was talking to them and it felt like I was talking to a wall. I feel like I’ve earned the respect of part of my team but haven’t earned it from the other part. Does anyone have any advice?

 

[commiecorvus]

I’m a service and engagement team lead and having a hard time with part of my team right now. Today, they blatantly did not listen to me when I was talking to them and it felt like I was talking to a wall. I feel like I’ve earned the respect of part of my team but haven’t earned it from the other part. Does anyone have any advice?

What where you telling them that they didn't listen to?
Was it the same old blah, blah, blah that comes from Target all the time?
If you were them how interested would you be in what was said?
You had to say it, your boss told you to but it doesn't mean they are going to listen.
You need to give them reason to respect you and to know when you are passing along nonsense from above because you have to.

Getting respect isn't easy but the important things are making sure they know you are fair, always there for them, totally transparent, and will jump in to work just as hard as they do.
You will always have to deal with assholes but if you manage your team right, the rest of the team will keep them in line.

 

[Captain Orca]

Sometimes the tone of the convo is better if you substitute the word "to" to "with". Familiarity, back and forth banter and thoroughness goes a long way with people rather than a dictatorial approach. Firmness can come across the wrong way sometimes. Gauge it as you speak, pause for contributions and relax. It works.

 

[OneGoodEar]

I’m a service and engagement team lead

By the way, what's service and engagement?

 

[Captain Orca]

GSTL?

 

[Captain Orca]

Most of our TL's were ok. Last logistics tl was an arrogant filled with personal baggage mid 50s woman who hated the dudes. She got the shit can. All others were fine both male and female. Everyone has idiosyncrasies and different approaches. The less than intelligent and lazy ones were easy to pacify. Just do your job and bobble-head them.

 

[OneGoodEar]

GSTL sounds right. After all, they both have service in their titles. This is a long time ago but I remember when they were CTL's.

 

[Dream Baby]

How long have you been a SETL?

You can't expect to get respect overnight especially if you recently started.

 

[rosequartz]

By the way, what's service and engagement?

Front End/Guest Service

 

[rosequartz]

How long have you been a SETL?

You can't expect to get respect overnight especially if you recently started.

Since July so it’s been a little less than 6 months. And I was a Starbucks TL for 6 months before that . I’ve been a TL for about a year total

 

[rosequartz]

GSTL?

Yes.

 

[Hardlinesmaster]

Do you know your team? Do you lead by example?

 

[Hal]

The saying "consistency is key" comes to mind here.

When you coach a team member for loafing do you make sure you coach all your team members when you see the same behavior?

When that TM you really like is late to work do you have the same reliability conversation with them that you do with the one you can't stand?

Imagine your worst and best bosses you've had in your career. Remember what they did that you like and what things you hated and apply that with how you treat your team.

Also important to remember, being liked by your team and being respected by your team are two very different things.

 

[WhiskeyTangoFoxy]

The saying "consistency is key" comes to mind here.

When you coach a team member for loafing do you make sure you coach all your team members when you see the same behavior?

When that TM you really like is late to work do you have the same reliability conversation with them that you do with the one you can't stand?

Imagine your worst and best bosses you've had in your career. Remember what they did that you like and what things you hated and apply that with how you treat your team.

Also important to remember, being liked by your team and being respected by your team are two very different things.

Yes, consistency is key... When your HR/SD/HRBP/SDS isn't hounding you about metrics/turn-over.

Coaching people only helps when the store actually gets rid of their poor performing TMs. When everyone else sees that the poor performing TMs or people that have poor attendance are kept, that really doesn't help. Maybe that's just my store/district/region.

 

[sunnysquarpantz]

I’m a service and engagement team lead and having a hard time with part of my team right now. Today, they blatantly did not listen to me when I was talking to them and it felt like I was talking to a wall. I feel like I’ve earned the respect of part of my team but haven’t earned it from the other part. Does anyone have any advice?

On Workbench you can look up coaching templates. So for example if you were giving them direction and half of them didn't listen you can have a documented coaching conversation letting them know they are failing to follow directions (which is an actual template) and be transparent, let them know after 3 coaching convos (all documented into workday) you have the right to issue a write up. Hold them accountable to what you stand for as a leader. If they don't listen, that's on them!

 

[allnew2]

I’m a service and engagement team lead and having a hard time with part of my team right now. Today, they blatantly did not listen to me when I was talking to them and it felt like I was talking to a wall. I feel like I’ve earned the respect of part of my team but haven’t earned it from the other part. Does anyone have any advice?

Respect it’s earned if respect is given.
Maybe you should start your day with some recognition ,after walk the team thru yesterday business and what’s on the agenda for the day. Delegate task and ask for comments , questions or concerns.
What was thought of me was to quote my team “ I like to get shit done” and that I was all about timelines that were unattainable and I was told to show instead of tell after the first night working with the team side by side they saw that not only did I ran laps around them but I can be personable , have fun and also hold everyone accountable no matter how good or bad one was. No truck thrower no problem I would throw the truck no reason for the gym in the morning , short on the line I would take the worse area ,no brawler no problem I would take the pallets out and do it , no cardboard person hell let me do a quick bale and go around and pick up the cardboard. To much transition let me trap it by aisle. All this things are to quote target “ a team member role”. However to quote me just because I’m a Etl I’m no more than my team. If I succeed it was because of my team If shit hit the fan , it was because of me that’s how I reported to my sd .
Don’t ask of your team something that you can’t do . Team members needs to see their leaders jumping in to help now and then and not be told target said or SD said or so and so said . It’s you who is saying it.

 

[Tacopie]

I’m a service and engagement team lead and having a hard time with part of my team right now. Today, they blatantly did not listen to me when I was talking to them and it felt like I was talking to a wall. I feel like I’ve earned the respect of part of my team but haven’t earned it from the other part. Does anyone have any advice?

Pull them in the office and give them a verbal. If it’s done again, it’ll be a written corrective action. No better way to gain respect.