Imagine how your employees describe you in your absence. Fantastic? Terrible? Terrifying, even?<\/p>\n
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We\u2019ve all heard the horror stories; bosses refusing to let employees off to visit their grandmother on her deathbed, bosses who can\u2019t let go of their military pasts and shout at their employees like soldiers. And then there\u2019s the bosses of legend, the ones that rank amongst some of the greatest teachers and mentors their employees will experience.<\/p>\n
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Talented managers increase productivity<\/a>, profitability, and employee engagement<\/a>. Moreover, talent sticks with talent, and high performing managers are shown to retain their best employees (and potential future managers) for longer.<\/p>\n <\/p>\n So, which kind of boss are you? Or, more importantly, which kind of boss do your employees<\/em> think you are?<\/p>\n <\/p>\n It\u2019s tricky to self-assess where you lie on the continuum of leadership. However, if you\u2019ve got a dash of self-awareness, a willingness to change, and a spare five minutes, we\u2019ve pinpointed 5 ways to upgrade your management skills by the end of this article.<\/p>\n <\/p>\n <\/p>\n You want to motivate like January 1st<\/sup>, a fresh Monday morning, or a thoughtful Instagram quote. Except, your motivation is going to last for more than a few days (or in the case of Mondays, past lunchtime). If you can inspire individual employees with your compelling vision and emphasize their contribution, they will exceed expectations.<\/p>\n <\/p>\n Sound complicated? First, assess an employee\u2019s \u201cunsatisfied needs\u201d, and then frame projects to satisfy those needs. Simple! Let\u2019s break this process down:<\/p>\n <\/p>\n <\/p>\n What a beautiful, satisfying cycle! However, you cannot read minds (sorry) so it\u2019s not always easy to set goals that your employees will actually want to achieve. Get creative with incentives (pay rises, personal praise, public recognition) and figure out some appropriate punishments or deterrents (withholding pay, disciplinary action, criticism, etc.). Tailor these to suit your unique situation and watch productivity skyrocket.<\/p>\n <\/p>\n <\/p>\n Not assertive enough? You\u2019re a pushover. Too assertive? Now you\u2019re just the first three letters. Once you find balance, you\u2019ll be able drive outcomes and conquer adversity. The takeaway: be assertive, not a jerk.<\/p>\n <\/p>\n <\/p>\n <\/p>\n Create a company culture of both positive and negative accountability:<\/p>\n If you don\u2019t want to be dismissed when you preach accountability, make your actions louder than your words. You know, just be\u2026accountable?<\/p>\n <\/p>\n Relationships are the building blocks of a great workplace. What\u2019s your weakest work relationship? With that relationship in mind, turn those building blocks from sand to concrete with the next five points:<\/p>\n <\/p>\n\n
Motivate!<\/strong><\/h3>\n<\/li>\n<\/ol>\n
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Assert<\/strong><\/h3>\n<\/li>\n<\/ol>\n
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Cultivate Accountability<\/strong><\/h3>\n<\/li>\n<\/ol>\n
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Build Relationships<\/strong><\/h3>\n<\/li>\n<\/ol>\n
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