How to Build a Team That Actually Likes Working With You

People do their best work when they feel supported, trusted, and understood. A team that likes working with you is not a team that lacks accountability. It is a team that feels safe enough to take ownership, speak honestly, and stay committed to the vision you set.

Being a leader people enjoy is not about being easygoing or avoiding tough conversations. It is about communicating in a way that builds trust and creating an environment where people feel valued. When your team feels good about how you lead, they perform at a higher level, stay with the company longer, and interact with clients more positively. Morale rises, and productivity follows. These outcomes are not accidental. They are built through thoughtful leadership communication.

Strong leadership communication is not a skill you either have or do not have. It is something you learn through intentional practice. With the right habits, you create a culture where respect goes both ways, expectations are clear, and team members feel seen. The following foundational practices will help you become the kind of leader people are excited to follow.

Clear Communication

Clear communication is the foundation of strong leadership. Most team conflict does not come from bad intentions. It comes from confusion. When leaders assume their team understands expectations without stating them directly, misalignment becomes inevitable. Clarity helps everyone move in the same direction without hesitation. It prevents misunderstandings, reduces emotional friction, and improves decision-making across the organization.

When I communicate with my team, I focus on being specific, simple, and direct. People do not need long explanations to understand what to do. They need to know the what, the why, and the when. When expectations are clear, accountability becomes easier, because no one is left guessing. A team with clear direction feels more confident and less stressed. Leaders who excel at clarity create a sense of order that everyone appreciates.

Written communication also plays a powerful role. While conversations can be helpful, documentation prevents confusion later. When goals, deadlines, and decisions are written down, the entire team benefits from consistency and transparency. This reduces repeated questions and helps everyone stay aligned even when work becomes complex. Leaders who embrace this habit create smoother workflows and healthier communication across the team.

Psychological Safety

A team cannot like working with you if they do not feel safe speaking up. Psychological safety is one of the most powerful predictors of strong team performance. It means your team feels comfortable bringing ideas, sharing concerns, and admitting mistakes without fear of judgment or backlash. When safety is present, your team becomes more innovative and more proactive. When it is missing, people hide problems and avoid conversations that could help the business grow.

Creating psychological safety begins with your reaction. When a team member brings you feedback, a concern, or a mistake, your response sets the tone for the entire culture. If you react with frustration or urgency, people will stop being honest. If you respond with curiosity and calmness, they will continue sharing important information. Your team needs to know that you are on their side, not waiting to catch them doing something wrong.

Another part of psychological safety is giving your team autonomy. People are more comfortable when they feel trusted to make decisions. If you question everything or take control too quickly, the team feels monitored rather than supported. Leaders who build safety create an open environment where team members feel free to contribute ideas and take ownership of their work. This shift has an enormous impact on morale and performance.

If you want deeper support building this kind of culture, my Leadership Coaching program is designed to help leaders strengthen communication and psychological safety so their teams thrive with more confidence and clarity.

Healthy Feedback

Feedback is one of the most important leadership skills, but it is also one of the most misunderstood. Many leaders avoid giving feedback because they fear hurting feelings. Others give feedback reactively, which creates tension and defensiveness. Healthy feedback is not harsh or emotional. It is clear, specific, and tied to improvement rather than blame. When delivered well, feedback strengthens relationships instead of damaging them.

Healthy feedback is rooted in timing and tone. Feedback should not be delivered in moments of frustration. It should be communicated when both people can think clearly and focus on the facts. I always aim to give feedback that empowers the team to grow. This means highlighting what went well, clarifying what needs improvement, and offering guidance on how to move forward. Feedback is most effective when it feels like a shared goal rather than a critique.

Another important aspect is asking questions. Instead of simply telling someone what went wrong, invite them into the reflection process. Ask what they noticed, what challenges came up, and what support they need. This transforms feedback into a collaborative conversation. The team becomes more invested in their own improvement and more willing to take accountability. Leaders who give feedback this way create a culture of continuous learning rather than fear.

Leading With Steadiness

Steadiness is one of the qualities people appreciate most in their leaders. When you show up calm, consistent, and emotionally grounded, you create an environment where the team feels safe and capable. Steadiness does not mean you never feel stressed. It means you know how to regulate your emotions and communicate in a stable way even during difficult moments. Your team takes its emotional cues from you. If you are reactive, the team becomes anxious. If you are steady, the team feels grounded.

This is where boundaries and routines come into play. Leaders who protect their time, manage their energy, and create structure around their days show up with more clarity. They communicate more thoughtfully and respond rather than react. Steadiness is a habit as much as it is a trait. It grows through practice and self-awareness. When your emotional state is stable, your team will feel more comfortable approaching you, sharing concerns, and taking risks.

Steadiness also shows up in follow-through. When you keep your promises, follow your own processes, and remain consistent in your leadership style, the team knows exactly what to expect. Predictability builds trust. Trust builds loyalty. Loyalty creates a team that genuinely likes working with you because the environment feels safe, structured, and supportive.

For leaders who want stronger operational foundation to support steady leadership, my Fractional COO Services help create the systems that reduce fire drills and increase emotional clarity across the team.

Conclusion

Building a team that likes working with you is not about being everyone’s friend. It is about creating an environment where people feel respected, understood, and supported. Clear communication gives your team direction. Psychological safety gives them confidence. Healthy feedback gives them opportunities to grow. Steadiness gives them stability. Together, these habits create a culture that people are proud to be part of.

When your team likes working with you, they show it through performance, collaboration, and retention. They take ownership of their roles and bring positive energy to the organization. You become the kind of leader people follow not because they have to, but because they want to.

Want help developing a stronger leadership presence? Contact me today!
https://brittanyfilori.com/contact/