Among many personal skills that employees appreciate is the ability to treat people fairly. Surprisingly (or not) many employees have no problem with authoritative leadership style, as long as they have the feeling that their boss is being fair. Similarly, leading by example is not only proof of your investment in the business, but inspires motivation as well.
Approachability and ability to listen are not only something your employees wish for; it is also in your best interest to posses these qualities. Otherwise you might be missing out on the fastest way of knowing what goes wrong in your business and why.
It is very natural for people to want to make a difference, and this purpose-seeking tendency is perhaps most palpable in our professional lives. One way of making your employees feel like they add value to your business is setting goals for them – clearly and regularly. Because it is much easier to do your job when you know the what’s, how’s and when’s.
Attention. While most employees would agree that they do not need to be friends with their boss, some sincere and regular interaction is always welcome. It is in both your interests that your employee performs well, so be sure to check in with them and inquire about how they feel in their position, if there are some obstacles and what could go better. Do not rely on the annual performance assessment interview. Hearing that something is not working once a year will not help anyone improve.
One of the most important, most difficult to build, and unfortunately often most overlooked quality of manager-employee relationship, is trust. Many managers would say that they cannot offer their employees the autonomy, flexibility and responsibility they want, simply because they do not think they can rely on them. If you tend to micromanage your employees, then you most likely have troubles trusting them. On the other hand, employees would argue that they are not fully invested in their work because they do not know if their boss is to be trusted. Like with many other things, if you are a manager, you are expected (at least by your employees) to take the first step in the trust-building process. Utilise your personal and interpersonal skills to build a welcoming work environment. You will soon find that as you continue to build trust with your employees, you will be able to give them more responsibility and freedom without having to worry about the outcome.
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