A recent study of the best leaders found they are consistent and passionate in their engagement with their teams. The study also showed the characteristics are common across the board, with both CEOs and first-time supervisors exhibited this consistency and passion.
Unfortunately, according to other management studies, 50% of today’s managers fail. The Conference Board reports that 55% of employees are dissatisfied with their jobs, which is a record high. And, the #1 reason employees dislike their jobs is that they hate their boss. Engagement is easy in principle but obviously harder in practice. Employees who feel valued are much more likely to be engaged. The question remains how do you build engagement.
This is what teams want from their leaders:
- Clear Expectations and Goals
Give your team focus and a clear understanding of their roles and responsibilities. Always remember, this isn’t a one-time event. Clarity is king and when confusion and ambiguity are removed, it’s amazing what can be achieved by individual team members.
Providing feedback to our team members is another important aspect of our role as a leader. Genuine, authentic feedback is vital. Focus on employees’ strengths and praise them toward higher levels of performance. The better people feel about what they do, the more they want to do well.
The most conflict in teams comes from unclear communication. As simple as it sounds, keep people informed as a team and aware as individuals. This means that you need to communicate through meetings, one-on-ones, and technology and communicate with a clear understanding of how the audience will take the communication. Always communicate with the other person in mind. That way, we ensure it’s clear.
People become more motivated when they can develop their skills. Be sure to delegate and give your people ample opportunity to expand their capabilities in other areas. Coach effectively and regularly, so that your team always knows where they stand and what they need to develop and grow.
Trust is the foundation of great leadership. Walk the talk. Follow through on your commitments, be genuine and conduct business in an ethical manner. There are way too many examples of disreputable leaders in the media. Don’t be one of them. If you want to build trust, be trustworthy.
People want to be great and if they aren’t, managers are usually the obstacle. Too many managers micromanage and don’t let people do their jobs. Give clear expectations, train effectively and coach regularly, but let people own their jobs. Having autonomy on the way work is completed is a big motivator for team members.
80% of employees say they don’t get respect on the job. Some wise advice for managers is not to have secrets, don’t intentionally instill fear in people, and don’t treat employees like children. Be as open and honest as you can. Listen effectively and treat everyone fairly.
- Pride in the Work
Most people want to do a good job. It is in our very DNA. We know that doing a good job, fuels self-motivation and pride. Create a positive upbeat working environment. Study how to do this and it will pay significant dividends for your team and you.
People want to win and can achieve incredible results. Work hard to align people with the right role where they can succeed. Persevere to eliminate obstacles for your team, and advocate for your employees. Avoid changing direction indiscriminately, not dealing with poor performance or setting unrealistic goals because these actions can lead to frustration and defeatist attitudes.
Leading teams is key to every manager’s success. Do these nine things and go a long way in achieving success with your team. Contact us today to see how we can help you lead your teams to be more effective.