Three Ways to Be the Leader Your Employees Need

Your employees may not sign your checks, but they can seal your fate as a manager.

We all know by now that people don’t leave their jobs, they leave their boss. As an extensive 2015 study by Gallup showed 50% of employees have left jobs to get away from a manager and 35% would take a better manager over a pay raise. So, how you lead your employees at the end of the day, oftentimes means more than the almighty dollar.

Luckily, there are steps to ensure you’re not the manager running off valuable employees. You don’t want to be driving the success of your team and possibly your own career into the ground. These 3 steps can help you to lead your employees more effectively and retain your employees.

Help Set Goals

Shots in the dark usually miss. And unfortunately, most employees are doing just that when it comes to setting goals. According to Weekdone, 90% of employees are unsure of their objectives at work.

Do yourself and your employees a favor and flip the switch. Lay out your expectations with your team, and make sure roles are clearly defined. Gallup reported 69% of those who said their manager helps them set goals are actively engaged employees, while only 8% of those, who received no guidance, claim to be engaged.

First lay out the goals and expectations. Then keep up with their progress frequently and don’t be afraid to show appreciation for hard work. Praise from a manager is the most powerful (and cost-effective) method of motivating employees, according to a McKinsey & Company survey.

Build Genuine Relationships

Consistently meeting with your employees to discuss projects and tasks can go a long way. Step outside of the office banter, and express interest in them as people with lives and families. Getting to know them as human beings can build these relationships even further.

The difference between good and great leaders is the ability to be approachable regarding any topic. Though this personal aspect of management doesn’t directly show on quarterly reports, 54% of engaged employees feel they can approach their manager about anything — work or otherwise. We don’t need research to tell us that engaged employees are more productive employees.

Focus on Their Strengths

Prepare yourself for another mind-blowing revelation — employees do better work when performing tasks that they are actually good at doing. So, instead of pinpointing the weaknesses your employees display, focus on what they do well. Be sure to utilize them for what they do best.

Gallup found managers are twice as likely to engage their team members when they are developed through their strengths. Employees rather be in a job where they know they can put their best foot forward and produce quality work. Simply put — don’t try to put a square peg in a round hole.

As much as you want productive employees, they want and need an effective manager. And as stressful as management can be, it doesn’t have to be complicated. Lead your employees with these three simple steps and watch for results.

Take care of the people that get the work done, and the bottom line will take care of itself. But be aware of the toxic contributors to poor employee retention.

2018-08-27T14:29:41+00:00April 3rd, 2018|Employee Retention, Leadership Lessons|
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