What I see between leadership and staff. What should they do to improve business efficiency ?
I started my career about 20 years ago without a role model or mentor: self-motivation and a willingness to learn, read and a hands-on approach have been my driving factor. In turn, this has pushed me to do my job better each time. Some years have passed-by, and with it, experienced has been gained that’s positioned me with a leadership role within a company.
I’d like to share what I have learned from my time as operational staff to leadership. Of course, both roles are critical, and a successful organization cannot work without one complementing the other within any working environment.
Leadership and Management:
It doesn’t necessarily refer to management parse. An abundance of articles distinguishing between leader and manager will all have their own version of the difference. Regardless of opinions, how should staff be managed under a leadership role?
1. Traditional management styles typically don’t work these days. In some industries, hiring is very competitive which will present you with many issues. Staff turnover can also be quick and with little notice as staff potentially look for a slightly higher package. A package that isn’t always a better choice in the long-run. However, it is essential to retain millennial staff for at least 2–3 years. But maintaining staff is of course a task in itself. Additionally, understanding staff and flexibility needs will keep employees focused on the job at hand.
2. A clear direction. Are objectives and guidance clear and communicative? Or do you change direction frequently? There is no perfect answer of course, but your team needs to hear clear and precise direction from the leadership or company to follow through tasks presented to them.
3. Be a good leader and advisor. Always show your staff you have each other’s back when support is needed. Present opinions and solutions in a constructive and friendly manner. As a leader, you should have more experience than your staff, and it is likely you have been in their shoes. Know the changes and requirements while climbing the ranks you would have benefit from to make a more productive environment, and implement them. Showing support by paying attention to your staff to boosts morale.
4. Think about career advancement for loyal staff. Does a staff member(s) have the company’s best interest at heart and perform well? Do not ignore this and pay credit where credit is due. Groom them for the benefit of the company or risk losing beneficial staff. Pay heed to individual(s) performance and the role staff play within a company. Other companies will gladly poach great staff if you don’t reward! Remember, staff loyalty depends on your loyalty to them.
5. Control emotions and don’t be biased in your leadership. While emotions can flare, allowing personal conflict within an environment can be troublesome and costly to the company. Keep everyone within the circle.
Operational staff can forget their importance within a company. Without you, said company cannot progress or expand. Your role is vital for business and an understanding between all personnel is essential for our long-term relationship.
1. Don’t take advantage of a company. Flexibility is often issued for your convenience in the hope that targets are met.
2. Ask, speak up and be confident. If you’re not clear of your role, company direction or assignment, ask your leader and make sure you are clear to prevent future issues. Be clear of your role and your KPIs.
3. Be a good listener and follow good advice. You’re all experts in your own field, however, it does not mean you are always right. Sometimes, alternative advice and recommendations from your leader can make a difference. Cooperating and adapting to alternative suggestions could be beneficial to you and broaden your horizon. Arrogance within the working environment can be detrimental to staff morale, and of course a company.
4. Reveal your best. Everyone expects a company to see their contribution if they have performed with a career advancement in mind. Good staff performance will not be ignored. However, there is no free ticket. Career advancements have to be earned.
5. Personal emotions. During my career I have seen many cases of staff taking an issue and creating it into their own personal problem. Office cliques and tit-for-tat nitpicking only creates an uncomfortable working space for all. Do not escalate minor issues into larger problems that would otherwise blow away in the wind.
6. Act professional. If you choose to leave a company, act professional and cordially. Finish any loose ends before leaving the company. Far too often former employees would walk away from finalizing their work. Not only is this disrespectful to the company, but also shows your commitment, or lack of, to your new employer. It’s a small world after all! Please depart professionally and peacefully. Be amiable and professional. Leave with respect and appreciation from your colleagues, and not resentment.
At the end, if everyone in the company open up their mind and communicate more often it will improve the operational process and drive company to success which also mean staff will get reward and recognition from their contribution.