Much research over the past three decades strongly suggests that people leave managers, not companies.
To resolve this Great Resignation crisis, leaders and managers in positions of power and influence must first understand what really makes humans tick at work. First of all, you don’t manage people; you lead people and manage the work.
But there are prerequisites. At some point in a leader’s career path, they face some hard truths about how to effectively inspire and get the most out of their people.
The biggest prerequisite is a change of mindset around the practice of true leadership: it is a matter of the heart. This means that the way you make your employees feel has everything to do with their performance.
Here are five brutal truths about what really defines successful leadership.
1. Put your employees before your customers
The role of every leader should be to serve employees first – those who are closest to the customer experience. Great leaders realize that their No. 1 customer is their employees. If they take care of their employees, train them and empower them, these people will be fully involved in what they do. In turn, they will reach out and take care of their second most important customer – the people who buy their products or services.
2. Give your employees meaningful work
of Atlassian Study on the state of the teams found that 49 percent of workers suffer from low energy levels, claiming that they don’t derive meaning or purpose from their work. While leaders often view things like revenue and sales as indicators of success, goal-oriented work makes team members feel more connected to the work they are doing and provides a clear understanding of the motivation behind every business decision.
3. Reduce loneliness at work
What does this have to do with real leadership in the age of Covid? All. In a recent to study, 36% of the people questioned declared feeling lonely “frequently” or “almost all the time or all the time”. Leaders have a human responsibility to reduce loneliness in the often isolated and remote world of work. A good place to start is to build community and promote a sense of belonging and connection for all team members. When people feel connected in cultures of belonging and inclusion, they are happier and more engaged in their work.
4. Bring more humanity to the workforce
The pandemic has forced leaders to accept vulnerability and show a new level of humanity and authenticity in the workforce. Brad Hillier, CEO of Re-bath, has embraced this change in leadership. “By sharing big business issues, discussing what you’re struggling with, asking for help, and being transparent, your team will follow suit – and together you can work on creative solutions more effectively and efficiently. more effectively, “he explained to me.
What workers are looking for is a To be human as a leader. While still at the heart of exceptional leadership, the pandemic has created a crash course in how vulnerability and empathy should be the guiding principles of your leadership style. “The thrill of the pandemic was felt by all the leaders who were compelled to understand and understand how it impacted themselves and their teams. It led to self-disclosure and self-awareness. acting with compassion which, in turn, led to better results, ”Hillier said. said.
5. Love your employees
Love here is not a spongy feeling; it is a verb. It is love that manifests as intentional action to meet the needs of others to achieve results, remove obstacles in people’s path, and empower others to succeed and grow. It has intrinsic value to both the manager and the employee.
Kelly Merbler, Director of The Kelly Merbler company, teaches and coaches clients to unleash love and care for results. She says, “As a leader it is extremely important to show your employees that they are loved and valued. It is so important to create a culture that allows them to do their best and to feel that they are making a positive contribution. “
There are a number of ways that leaders can show real love for their # 1 customer: their employees:
- Foster a culture of psychological safety so that employees are free to express themselves, experiment, give their opinion and ask for help. This act of “love” eliminates fear and leads to better learning and performance results.
- Understand the unique experiences, challenges and opportunities of each team member for greater success, which will dramatically increase their engagement.
Love them by giving them freedom. Autonomy, or the ability to control what you do, when you do it, and with whom, is a fundamental part of what intrinsically motivates the human being, which leads to better performance.