There is a saying that “people don’t leave jobs, they leave bad bosses.” I am not sure who coined that phrase, but there is a lot of truth in that statement. How managers work with their direct reports has a huge impact on employee job satisfaction. On the other hand, a great leader can enhance employees’ work life experiences and be a major reason why people stay at a job. Terrific bosses combined with challenging work and competitive pay is a tough combination to beat.
As most people know, someone’s title does not make them a great boss or leader. In fact, the bad managers are those who utilize the “power” that comes along with their title to attempt to get things done. They are very authoritarian and, unfortunately, treat employees like little children instead of adults.
True business leadership occurs when power and title have little to no impact on employees performing at high levels. Employees who report to great leaders are motivated to consistently seek ways to meet and exceed what is expected of them on the job. In order for this magic to occur, leaders will tell you that the formula for success to engage and motivate employees is pretty simple: It’s all in what they do and what they say.
What leaders do
Lead by example. There is nothing more powerful for employees to see than their manager working hard, thinking smart and exuding professionalism.
Know, believe and love. Managers cannot lead unless they know, believe and love what they are doing. Employees see right through a manager who is going through the motions at work.
Care. Great leaders genuinely care about their employees and their families.
Coach. Leaders hire top performers, then let them do their job and stay out of their way. When needed, these managers are there to coach, teach and support employees to help them succeed at their jobs.
What leaders say
Thank you. When put together, these two words may be the most powerful statement and best recognition that a leader can make to employees for a job well done.
I was wrong. Leaders who admit mistakes earn the respect of their employees and peers. The boss simply does not know everything and is not always right. The manager who acknowledges this shows that he or she is human.
How are you doing? A genuine interest expressed by the boss in his or her employees’ well-being and job satisfaction is appreciated and noticed. And this should not be confused with the casual “how are you doing” as you pass employees in the hallway at work. Leaders also ask about employees’ families, which is another reflection that the boss actually cares.
What can I do to help you be more successful? This is a great question asked by leaders of their direct reports. Great conversation typically occurs from this question and is often enlightening as to how to improve work conditions.
Great leaders naturally inspire employees. They also help make work more enjoyable, challenging and engaging for their staff. Their impact on morale and the overall work environment cannot be overstated. And, as organizations are always on the lookout for qualified employees, remember that top performers love to work for individuals who lead versus manage and actually do what they say.