Tech boss Bill Lumbergh, played by actor Gary Cole in the comedy film “Office Space”, might be the perfect example of a bad leader. Arrogant, irritating, meddling, and dismissive, he is uninterested in his staff’s work while micromanaging their every task. Lumbergh’s antics make for hilarious viewing for “Office Space” fans, but managers like him can severely test even the most loyal team members. Leaders at all levels, from brand new to seasoned and experienced, can benefit from a refresher on how to bring out the best in employees.Poor leadership can reduce team and company productivity while increasing employee burnout and turnover. A lousy supervisor can sour employees on jobs they otherwise enjoy and are good at. According to DDI’s Global Leadership Forecast 2023, leaders themselves are feeling intense pressure, with more than 70% reporting feeling used up when the workday ends and only 15% feeling able to circumvent burnout in their employees. Gallup estimates that at least 70% of variance in employee engagement scores can be attributed to managers. Good leadership skills can be the difference between jobs workers love and jobs they hope to leave.Fortunately, you’re better than Lumbergh. Whether you are new to management, stepping into a leadership role at a new organization, or have years of experience under your belt, there’s a common goal: meet your organization’s objectives while developing your employees’ careers, along with your own. In addition to holding one-on-one meetings with team members to better get to know their personalities and career goals, there are proven leadership strategies that benefit both new and experienced managers:
- Proactive listening. Take the time to understand your employees' pain points and obstacles by asking what hurts and encouraging feedback. Set regular meetings to check in with your team, creating a safe space for them to share what's going well and what could be improved. This proactive approach provides valuable insights for finding solutions and helps you avoid exacerbating existing problems. Even if you can't resolve every issue, being aware allows you to address concerns before they escalate, providing a more supportive and responsive work environment.
- Set and explain achievable goals. What is everyone here to do? When leading a project, start by clearly defining the goal and explain how they align with your institution’s mission. Go even further by explaining the logic behind your requests and the strategy. People are much more likely to give their best efforts to an endeavor if they feel it makes sense, and especially if they understand how their efforts will contribute to the overall goal. Finally, create a supportive environment by providing the necessary resources and addressing any obstacles. This approach cultivates an engaged team dedicated to achieving a shared objective.
- Define roles. Use your knowledge of your teammates’ strengths and weaknesses to put them in the right roles to move your operation forward. Each person should clearly understand what they need to do, to whom they report, and the metrics by which you’ll measure their contribution. If you’re a new manager, leverage available resources such as performance reviews and previous project assignments to help define roles. Additionally, be open to feedback and adjust role assignments as you gain a better understanding of your team’s dynamics.
- Let your team do its work. Schedule the meetings you need in order to run your operation and check in with your people. Beyond that, leave your people to do their jobs. Fewer meetings mean less time away from the tasks that actually push your organization toward success, as well as less time lost to the transitions between meetings and work.
- Celebrate team wins. Show your team that their hard work is noticed and appreciated. Recognize their achievements in meaningful ways, such as buying lunch or hosting an after-work event. Publicly acknowledging their contributions not only boosts morale but also reinforces a culture of appreciation and motivation. Personalized recognition, whether through a handwritten note or a shout-out in a meeting, can also have a meaningful impact. Regularly celebrating successes fosters a positive work environment, strengthens team cohesion, and encourages continued high performance.
Bad leadership can harm a company or a project. Your management team can avoid leadership pitfalls by encouraging two-way communication, sharing a clear vision of your goals, setting measurable objectives, showing appreciation to staff, and being available for guidance and clarification while empowering employees to do their jobs.
