Effectively Leading Your Employees
Motivation can be fairly simple - find what drives a person through a tendency of personality traits and preferences, offer incentives, or words of encouragement, or set distinctive goals for that person. Depending on what forms of feedback the individual responds best to can easily be a driver for them to perform at their best. An individual’s performance at work can be drawn back to the performance of upper management. A healthy relationship between the two, and a motivated employee is the result of good leadership. An effective leader is one who sets a good example while simultaneously challenges and supports their team.
Here are some components of good leadership, that can lead directly to motivating your team:
Communication sounds so general, but technically the key is to be in constant conversation with your employees about tasks, projects and expectations. There’s nothing worse than not having an open line of communication and meeting regularly. Hosting weekly or bi-weekly meetings helps keep goals in site and expectations fully known. Projects won’t fall to the wayside and employees will continue to feel motivated. If they’re not, you’ll see it easily in your regular meetings- and that’s key to keeping a pulse on the health of your team.
As a leader, you are a strong influence to attitude and task tackling. The way you express thought regarding work and task lists are the same way they will approach them, so be mindful of your approach- even when you’re not in a good mood. While no one can be expected to be happy or motivational all day every day, it’s just important to keep a good emotional work environment so employees don’t feel uncomfortable. Robust expressions of anger, lashing out, having meltdowns over situations are all negative ways to influence your employees, and if you exhibit these behaviors, they’ll start to think it’s ok for them as well.
Giving recognition to outstanding work or exceptional effort is key. It will show that you value their time and dedication, and that every effort is noticed. It may even encourage them to work harder. Think about the last time you worked really hard on a task, did you receive any sort of recognition? If you didn’t, and then you were asked to complete more work, how did you feel?
Be transparent with your employees, it will foster a more open environment. If you were unsatisfied with someone’s performance, be honest and offer constructive criticism. If you notice one of your employees are underperforming, show interest- it may not be a professional issue necessarily, but a personal issue affecting their ability to focus. It will also be beneficial to you in the long run, because it will create an environment of understanding, so others will be comfortable coming forward and being honest when problems or conflicts arise. As a leader, it’s best to implement expectations, but remain humanistic when your employees seem strained or when there’s a problem.
Just by listening to your employees will make them feel empowered. Allow them to leave reviews and suggestions about their work responsibilities, environment, and the company itself will give them a greater sense of pride and respect for the team and the company as a whole. From this discussion, you’ll have a better understanding of what goes on in the day-to-day activities allowing you to be more involved and make better future choices.