Why do people listen to you? Is it out of obligation? Admiration? Fear? A little bit of everything? As a leader your job is to inspire, mentor, encourage, and continuously develop your team. You want to foster an environment of true ownership and accountability, rather than one of obligation. When it comes down to it, your goal is to keep your top performers who add value to you and your company.
1. Lead by example.
Surely, you’ve heard that leaders “walk the walk” and “talk the talk.” But what does that really mean? Never ask someone on your team to do something that you wouldn’t do yourself.
Your team looks to you to gauge how they should act. As a manager, you set the tone for those around you.
2. Develop trust.
Honor your word. Trust in management is crucial. It takes a long time to build trust, but only one wrong move to destroy it. Creating an environment of trust builds feelings of safety among your employees. And this safety breeds a more innovative, creative working team. When it’s okay for them to make mistakes, your employees will feel comfortable to develop new, inventive ideas and solutions.
3. Know the people you manage.
What are their personal and professional goals and challenges? Understanding this can help you align your team’s talents to your business goals. Knowledge is power. Get to the heart of what motivates each individual on your team and speak to them in a way that resonates. Think beyond the standard motivators like salary, benefits, or job security. Don’t get me wrong, those factors play a huge role in an employee’s happiness. But they’re not everything. They represent a baseline of satisfaction. You want to tap into true motivators – achievement, recognition, job satisfaction, progress, and personal growth.
4. Encourage problem solving.
Know that you don’t have all the answers. You have a team for a reason. Encourage a safe environment where those around you can creatively develop solutions and come up with new ideas. Your job as a manager is to foster an environment for others to shine. Their success is your success!
5. Provide constructive feedback.
Try to avoid feedback that is nitpicky. Micromanaging can demotivate a top performer. Instead, focus on a person’s strengths and big picture areas of improvement. When you’re thinking about areas of improvement, separate those that are crucial to company growth from those that are a stylistic preference.
6. Acknowledge top performers.
This shouldn’t be done just once a year. Offering recognition and praise on a regular basis keeps your top performers motivated. Even something as minor as a brief shout out or accolade at a meeting, or a quick company-wide email acknowledging someone’s hard work, can go a long way.
Want to learn more? Find more information about Exec|Comm’s Motivating and Mentoring programs here.