Monday, January 14, 2019

20 Ways to Earn Your Employees' Respect

The best bosses know how to earn respect from their employees. According to Inc., these are 20 things the most respected bosses do everyday:

1. They share their vision.
The most important thing a leader can do is provide his or her team with a goal that is worth their time. Granted, the boss doesn't always get to set the agenda, but a great one will advocate for something worthy, and ensure that he communicates it effectively and often.

2. They develop expertise.

What's more annoying than working for a boss who doesn't actually understand the job, and whose authority vests entirely in the job title? The boss doesn't have to be the number-one expert in every fact of the job--that might be impossible--but he or she had to be competent at all levels.

3. They respect people's time.

Great bosses have little tolerance for boring meetings, mandatory fun, and making others wait unnecessarily. They also avoid long-windedness when shorter remarks will do.

4. They set priorities.

When you try to focus on everything, you're not focusing on anything. A smart boss understands that, and realizes that lack of focus can easily metastasize when your lack of priorities means the team isn't moving in the right direction together.

5. They share information.

Some bosses parcel out information like misers, often because they're afraid that if their team had all the facts, they might not be able to lead. There are legitimate reasons to control the timing of information sharing, but overall the more transparent a boss can be, the more respect the team will ultimately have for him or her.

6. They make decisions.

Decisiveness. Super important. Enough said.

7. They offer praise.

People wonder how they're doing. Great bosses let them know, and they're especially vocal and public about it when they're doing well.

8. They demonstrate empathy.

Great bosses are able to see things through other people's eyes, especially their employees'. Of course this doesn't mean that they are pushovers, but it does mean that they're concerned about their team on multiple levels.

9. They offer thanks.

Building a culture of gratitude starts at the top. If the boss doesn't take time to offer thanks to those around him or her, why would we expect that anyone else would?

10. They pull everyone together.

You might have heard the phrase "gung ho." Reportedly, it derives from a World War II saying that combined two Chinese words meaning "work" and "together." A great boss recognizes the talents of members of his or her team, and strives to lead in a way that lets everyone maximize their effectiveness together.

11. They ask smart questions.

They double-check assumptions in a non-annoying but thorough way that sends the message that they're on top of things. They aren't willing to accept that things should be done a certain way just because that's how they've been done in he past.

12. They have respect for people's lives.

They also recognize that people are just that--people. Work has to be a priority, but that doesn't mean it's the only thing in their lives. They recognize that their employees have spouses, children, friends they need to care for, not to mention outside interests and ambitions.

13. They hire thoughtfully.

There's a saying: personnel is policy. In fact, this should arguably be the first item on the list. A leader's most important role is sometimes about assembling a team of great people--and, just as important, avoiding letting toxic people join.

14. They accept blame.

Ethical people accept blame for their failings. Maybe they don't dwell on it, but they accept it. Great bosses go a step further, accepting the collective blame when the team comes up short, and then guiding everyone to move forward.

15. They have a sense of humor.

Life is hilarious. Great bosses don't have to be cutups, but they do have to have a sense of humor. They recognize that the crisis of today is the joke of tomorrow.

16. They communicate effectively.

No mumbling, no backpedaling. Great bosses find the words to explain what they mean--and they back up what they say.

17. They model ethical behavior.

It's often true that more progress is made when we seek forgiveness than when we seek permission. However, there are rules, social norms, and basic decency. Great bosses strive to uphold them.

18. They celebrate wins.

Nobody likes a boss who thinks the only reward for great work should be more of the same. Great bosses look for milestones to celebrate--whether that means a 15-second recognition or a full-blown party.

19. They strive for excellence.

Because really, who wants to work for someone who strives simply to be adequate?

20. They make more leaders.

Great leaders don't just make happy followers--they inspire more leaders with their examples. Just as important: They're thrilled, not threatened, when members of their teams go on to even bigger and better things in life.

Monday, January 7, 2019

Why Bad Managers Makes Employees Quit

There are endless reasons why people decide to leave their jobs. Salary, location, convenience- the list goes on and on. However, often management is the reason why an employee decides to leave a company they otherwise would love to work for. According to Inc., here are five ways bosses drive their employees to quit:

1. Poor management performance.

We've heard it before and this report proves it once again: How employees feel about their direct supervisors matter. Employees who rate their supervisor's performance poorly are
four times as likely to be job hunting. Additionally, the study revealed that "40 percent of employees who do not rate their supervisor's performance highly have interviewed for a
new job in the last three months, compared to just 10 percent for those who do rate their supervisor highly."

2. Lack of employee recognition.

Something as simple (and free) as showing appreciation for your employees' contributions can be a difference maker. This, of course, would imply hiring and promoting more human-centered bosses who can recognize and express praise for their people. According to the report, nearly 22 percent of workers who don't feel recognized when they do great work have interviewed for a job in the last three months, compared to just 12.4 percent who do feel recognized.

3. Overworked employees.

The key solution to this driver of attrition is defined by an overused term that makes me cringe, but it's the absolute truth: work-life balance. In fact, employees who rate their work-life balance highly are 10 percent more likely to stay at their company. Yes, people crave work-life balance and it matters. If the risk of burnout looms, or more time is being spent away from family and personal priorities, you can bet your overworked employees are planning their exit strategy.

4. Company culture is not a priority.

According to the report, "Employees who rate their culture poorly are 24 percent more
likely to leave." In fact, the research found that culture has an even bigger impact on an employee's decision to stay or go than their benefits package. One important aspect of company culture is the way team members treat one another. Employees who say there's a low level of respect among colleagues are 26 percent more likely to quit their jobs.

5. No growth opportunities.
It was found that employees who feel they are progressing in their career are 20 percent more likely to stay at their companies in one year's time. On the flip side, employees who don't feel supported in their professional goals are three times more likely to be looking for a new job, according to the research.

The results of this study bring home the point that good leadership and a high-performance culture--one that values people as human beings--will time and time again reverse the attrition problem.

If execs and HR teams can align their employee-retention strategies to human-centered engagement efforts that focus on meeting the needs of people, and if they can create pathways for the personal and career growth of their employees, you can bet that you will witness happier, more productive work environments.