An organization’s performance is directly linked to its leader’s effectiveness. In fact, extraordinary leaders can make extraordinary employees out of average employees while poor leaders can turn extraordinary employees into poor performers. And it has nothing to do with the organization’s systems, processes, policies, or procedures.
Employees are impacted by their leader’s behavior. In a McKinsey Global Survey published in October 2009, nine critical leadership skills were identified. Inspiring employees ranked number one (Leadership through the crisis and after: McKinsey Global Survey Results, October 2009).
Inspiring employees is crucial if they are to serve customers in the best possible way, all the time. Since they are the organization’s front line to customer service, employees are the organization’s key to success. Empowered employees will perform their best to achieve their organization’s goals. The leader’s role in positively influencing this behavior cannot be overstated.
To sustain inspiration and empowerment, employees need recognition and reward. Both monetary and non-monetary reward can be used. Some employees may need a bonus to settle personal debts, while others may appreciate a more flexible working schedule. Ask your employees how they want to be rewarded and act accordingly.
While difficult to measure, strong leaders can impact the work environment by contributing to improved employee morale through a “snowball effect” of positive outcomes. It takes just one employee to hinder change, but it also takes just one employee to create positive effects. It starts with leaders.
There are five areas that every leader should consider to better influence productivity in their organizations. These areas are:
Defining goals and objectives. Clarity around organizational goals and objectives and how projects fit within them needs to be provided. When employees understand the projects on which they are working, they are better able to identify and close gaps between the projects and the organizational goals.
Assigning ownership. For any work undertaken in the organization, there should only be one owner of the work. When one owner-employee takes responsibility for the project, there is a greater chance of project success. If there are multiple owners or if ownership is not clear, efficiency and productivity suffers.
Managing employee expectations. This includes ensuring employee job satisfaction and providing incentives and rewards. If employees are empowered and receive appropriate support (e.g., training, resources, etc.) to complete their work, their job satisfaction increases. In addition, recognizing and rewarding employees helps increase their self-esteem and further strengthens their resolve to continue working hard on behalf of the organization.
Communicating. This is a two-way experience. Leaders need to be clear in their communications with employees, but they also need to listen to their employees and act on what their employees are telling them. By engaging in open communication, leaders build trust with their teams, further empowering productivity.
Innovating. Without innovation, organizations will not grow. Leaders need to embrace innovation and encourage innovation and creativity in the workplace. Same old, same old has no place in organizations that want to be successful. Creating or inventing/re-inventing new markets, products and services—this is how successful organizations thrive.
Leadership competency models provide boundless traits and behaviors that differentiate between good and great leaders; they are all useful. But when higher levels of productivity are desired, straightforward behaviors—defining goals and objectives, assigning ownership, managing employee expectations, communicating, and innovating—can be achieved by every leader.
A core business goal, productivity is under the direction of leaders. Leaders who are able to motivate and inspire their employees will be the leaders of successful organizations. Those who do not may soon find themselves out of work.