How well are you leading your employees?

All leaders have had leaders at one time or another. I bet you can name the good ones as well as the…not so good ones off the top of your head. Which one are you? Employee engagement may be the best barometer to assess how well you are leading in your position. According to American and Canadian statistics, less than 20% of employees are truly engaged at work. Between 60-70% are not engaged at all with the balance somewhere in between. This is not good news for the powers that be in any organization.

Yes, leadership is important and great leadership is invaluable. How do you know how effective your own leadership is? Ask those around you. No, they may not be keen to tell you the truth unless you ask for it, but who wants to do that? You may hear something that offends you or feel the need to defend your leadership style.

Developing ones’ leadership skills is worthy of your valuable time as the benefits of doing so is immense and measurable. If even an additional 5% of your employees become fully engaged it can increase your bottom-line.

What if all it took was to make one shift in how you lead your direct reports to engage them to fully step into their responsibilities, which then engages their directs and so on. How would that affect the entire organization? The energy, spirit, effectiveness, employee retention, monetary gain?

How about sick days? The time folks stay home because they are a bit under the weather and just cannot face work with that energy level. It may be that they are under the weather because of work. How about job burnout? Would it virtually disappear because every person feels valued by not only their direct superior but also by the entire organization? Think of the cost savings on insurance payouts alone!

People want to feel valued and important. It is a proven statistic that employees will work for less financial gain when respected and valued for what they do and who they are. Of course compensate for a job well done, and employee retention saves time and money on retraining.

Imagine how it would feel to be valued for what you do, who you are and how you show up each day? I learned decades ago to treat everyone from the caretaker to the CEO as if they had a sign around their neck that said, “Make Me Feel Important!” Do this and your subordinates will follow you to the top of your organization. You will be developing stronger leaders in the ranks that will be proud to follow as well as lead others.

Warmly, Tam

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