Be the super-leader your team deserves
Updated: Jan 28
As a manager, it is imperative that you understand your employees' needs.
Have you ever asked yourself, what motivates people?
What drives them to wake up early, commute long hours, and remain in a certain work environment for an extended period of time?
In his book, Drive: The Surprising Truth About What Motivates Us, Daniel H. Pink acknowledges the misconstrued belief of managers that the best motivator for employees is financial reward. Many managers incorrectly place the promise of an increased financial reward at the top of their strategic list for employee retention.
Pink states that in order to motivate people and keep them satisfied, one must first understand their natural human needs.
What are these innate desires?
People want the ability to take charge of their actions and trajectory, to have the opportunity to continuously learn and create new things, and the feeling that they are able to create an impact in their work and with others.
According to a Harvard Business School study on People Management, one of the major points of dissatisfaction for employees with their managers was the fact that they don’t “show concern for my career and professional development.”
Our workplace is where we spend the majority of our time during the week, and our work environment, and especially our direct team manager, has a significant impact on our well-being.
Therefore, we decided to dig deeper and examine how YOU as a team leader can offer your team so much more by being the super-leader they deserve.
Change from a “top-down” to a “bottom-up” approach!
In a top-down approach, the major tasks and projects of the organization are decided upon by the senior leaders, with very little to zero input from the employees. This can make your employees feel disconnected from the main objectives of the organization, and in turn, less motivated as they feel there is less room for them to make an impact.
Thus, it is essential to find a platform that places the steering wheel in your employee’s hands, giving them the ability to contribute and grow with the objectives of the business and team, while in alignment with their personal goals. This offers them a more personalized experience, adaptive to their needs and aspirations.
Alongside this approach, you as the team leader should mentor your employees, and review and escort them through this process of alignment.
Your stamp of approval concerning their developmental advancement is worth more than money can buy.
We understand that at the end of the day, your main goal as a team leader is to connect your team’s objectives and upcoming tasks with each of your team members' self-development processes, thus guiding them to grow with the company. By implementing a bottom-up managerial approach, this ensures that the time your employees spend learning and developing new skills will be to the advantage of your team as a whole, and funnel into team growth.
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