Leadership

November 18, 2016

Executives in a meeting room

The phrase "Do as I say, not as I do" doesn’t apply in the workplace. Employee performance is a reflection of the executive team and their performance as leaders. If employees are consistently not performing at the level or standard that management expects, it might be time to review the performance of management by asking some targeted questions:

  • Have they made the organization’s mission and expectations clear?
  • Have they helped employees align their goals alongside the businesses goals?
  • Are they giving regular feedback and engaging in two-way communication?

Engaging and motivating employees starts on day one. Expectations and individual goals should be made clear on the first day so there are no misunderstandings later down the road. The organization’s mission should also be made clear on day one, so employees know what they are continually working towards. Without a clear mission, employees can lose direction and their performance can suffer.

June 21, 2016

Three smiling office workers

Leadership styles of executives dictate the outcome of operational success. A positive leader engages employees and motivates them daily. A negative leader impacts turnover and leaves employees feeling defeated. What kind of leader are you?

A leader that acts as a mediator enables employees to produce their best work through collaborative relationships and consistent feedback. A mediator’s leadership style acts on behalf of a larger group. They make employee needs a priority and are able to create a productive environment. Positive leaders get organizations put on “Best Places to Work” lists, while employees compete to work under them. Good leadership can be felt throughout the entire organization. Open two-way communication decreases misunderstandings and boosts morale. Employees feel that their work is impacting the success of the company and want to develop their skills as a result.