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3 Powerful Habits Of Effective Leaders

Industry News| Amber Jones, FoodForce, Apr 27, 2017

Every organization has leaders that are put in place to build business, teams, and morale. Some leaders can step up to the plate to benefit the workplace and its employees, but others can’t deliver in certain areas and may become a detriment to a company. Here are three out of many ways to create effective leadership within your business. #greatjobeveryody

 
 

Why do people get leadership roles? Merit, seniority, workplace politics, and more can answer that question. Many are promoted and are expected to be effective communicators that practice with integrity, and work strategically with their team to create successful solutions. Sometimes the results are amazing, and other times the decision to promote may simply be a mistake. But let’s focus on the positive here - there are tons of ways that the top can influence the rest of the team not only to do their best but also BE the best in the workplace without scaring people into motivation. Read on for three habits that fantastic leaders have to elevate the employee experience.

 

1. Provide meaningful, effective feedback

Leaders who make a conscious effort to communicate with their team truly means a lot. It’s not only a leader’s job to let employees know when they do something wrong. When you address accomplishments, big or small, address any performance issues, and create future-oriented solutions, those people on your team will take that feedback into consideration with arms wide open. From there, it’s up to them to use these tools for development to improve and continue to keep up the good work. There’s no need to drag out feedback –– get straight to the point, be very direct, and be specific.

2. Allowing employees to have independence

No one likes a micromanager! As a leader, give your employees the freedom to literally choose their own destiny within your organization. Open up opportunities for participation in projects within their department and also in other divisions if there is room for cross-collaboration. When you give your team the option to work in a way that best suits their style, you may be surprised how much productivity increases –– and hey, you may learn something new that could benefit you as well! Be open to the ideas, concerns, and suggestions of those who work under you and let your squad THRIVE. Your employees will feel much more satisfied when they are owning something and you’re there to promote courage and a little bit of risk.

3. Getting to the stay interview before the exit interview

The worst thing for a company to hear is all of the negative things that they could have improved on through an employee’s exit interview. If you find that members of your team are disengaged, unmotivated, or unhappy, take the extra step to pinpoint their areas of concern to find solutions on how to re-engage. High-performers and up-and-comers should be equally as important to you as a leader, and it’s important to avoid any turnover that could be reversed through some in-depth and honest conversations. Maintain a positive work environment and culture by conducting “stay interviews,” which can be used in performance reviews. When your team feels like they can speak openly about the things that may have them disconnected on the job and you can work together to improve their experience, you may find yourself having to do fewer exit interviews, especially those dreaded ones that push out employees that you really value.

 

Inc. has 4 more actions that good leaders take to fuel success. View the full list.

Amber Jones, FoodForce
 

CHEERS!

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