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5 Reasons Why Nice Leaders Run A More Productive Team

5 Reasons Why Nice Leaders Run A More Productive Team

We are all familiar with leaders who rule with an iron fist: those iconic CEOs with temperaments resembling a thunderstorm. Think of the stereotypical magnate, and the Donald Trumps of the world.

The truth, however, for those of us that have worked for this kind of boss before is that working in an environment with this kind of leader can be far more stressful than productive.

We all know that high levels of stress can induce a host of different physiological and psychological problems, many stemming from work related incidents where your boss made you feel inadequate and demoralized. Things like walking away from a conversation because they have lost interest, answering calls in the middle of meetings, or mimicking people, can make going to work an an uncomfortable- and sometimes miserable experience.

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Here are 5 reasons why nice leaders manage more productive teams:

1. They See You As a Person, Not an Employee

In life, and therefore in work, we all want to feel acknowledged, respected, and noticed. When your boss acknowledges the person you are you automatically feel validated. In doing so, they have taken an interest in you and therefore paved the way for developing a relationship of respect and understanding. Through personal behavior your manager has inspired and motivated you to work at your optimum level and in so doing has strengthened your workplace productivity.

Amy Cuddy and her research partners at Harvard Business school have found that managers who display warmth and interest towards their employees are more effective because they are developing a relationship of trust. Employees are more trusting of someone who is kind.

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2. They Foster a Team Environment 

An effective leader treats your opinions and ideas with respect, regardless of your workplace ‘status’ or the time you’ve spent at the company. They foster a positive environment where people have productive attitudes and a willingness to always work harder. Ran Avrahamy, Head of Marketing at Appsflyer provided an example of this when he said, “I’ve insisted in having our entire growing marketing team sit in the same room. No personal offices or anything. It might be noisy at times, especially since we’re all a little A.D.D, but by maintaining some general guidelines, the team’s productivity is exploding, and each team member gets the chance of expressing himself.”

In an interesting study on this subject, an experimenter ridiculed a group of participants who were expected to complete an anagram word puzzle. Following the ridicule they performed 33 percent worse on the puzzles than before and came up with 39 percent fewer creative ideas during a brainstorming task.

In the second part of the study, a ‘busy professor’ was rude to the participants, claiming they were bothering her. Their performance was 61 percent worse on the anagram puzzles, and they produced 58 percent fewer ideas in the creative task than those who had not been treated rudely.

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3. They Know How To Motivate a Team

A balanced and inspiring leader understands that longer hours don’t always result in efficiency and that a simple “thank you” for work that has been done can go a very long way. They give credit where credit is due and acknowledge everyone for their efforts. With this kind of leader, whether you’re the head of the sales team or you make the coffee, your contribution is appreciated.The effectiveness of this approach was demonstrated by New York University’s Jonathan Haidt who found that when leaders are helpful and approachable, their employees are more motivated and inspired.

4. They Embrace New Ideas and Innovation

Original leaders encourage initiative and therefore promote and develop new ideas. By embracing dynamic thoughts in their field, businesses spearheaded by these kinds of leaders, are often at the forefront of their industries.

Original and inventive businesses are extremely attractive to potential employees, and therefore they are constantly growing and developing with new and excited staff coming on board. For example, in a survey of millennials by Deloitte, 78% consider the company’s innovation when deciding if they want to work there.

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An approach that embraces employee innovation can be seen as demonstrated in this quote by Nadav Shoval, serial entrepreneur and CEO of Spot.IM:

“I acknowledge my employees’ strengths by giving them the independence to do what they do best. They are well-aware of the fact that I hired them specifically because I believe in their abilities to do their job even better than I could. As a result, I present the employees with our vision, and give them the freedom to achieve it through whatever means best suits them. This strategy empowers them, strengthens their problem solving skills, and allows them to take ownership of their positions. Best of all, the final product that comes out as a result never ceases to amaze me.”

5. They Lead by Example 

Strong and effective leadership does not have to involve the kind of hard personalities and demanding expectations associated with old-school tycoons and business magnates.

Managers who lead by example generally foster an environment of commitment and loyalty resulting in unity and and collaboration. These kinds of bosses also don’t mind working just as hard as their employees do- and they always practice what they preach.

Is your boss nice or tough? Are you a friendly boss? We would love to hear about it in the comments.

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Yoav Vilner

CEO at Ranky

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Published on September 18, 2018

17 Proven Tactics for Motivating Employees and Building a Stronger Team

17 Proven Tactics for Motivating Employees and Building a Stronger Team

Have there been instances when you noted a drop in your team’s productivity or observed a behavioral change in someone who used to be an excellent performer?

Before you blame the team for not being motivated enough or worse still, choose to ignore these warning signs, look inwards and ask yourself if YOU are doing enough to keep your team motivated in the first place.

Motivating employees is extremely crucial. As the leader of the pack, it is your responsibility to ensure each and every member of your team feels valued, driven and motivated.

After all, you cannot expect a bunch of disengaged and demotivated people to deliver results and grow your business, can you?

Here are 17 surefire tactics for motivating your employees and building a productive team:

1. Show your appreciation

In the whole race to achieve external business goals, leaders often forget to value their most important assets — their employees.

The least you can do to boost performance and morale is to appreciate your employees, recognize their efforts and give them credit when it is due.

Whether it’s sending a personalized note, recognizing achievements publicly during team huddles or even rewarding top performers at the end of every month, you will be surprised to see how these small acts of appreciation can go a long way.

2. Communicate effectively

Effective communication can do wonders in motivating employees. Who is a strong communicator? Someone who knows what they are talking about and are able to convey their message accurately.

Communication is a lot more than just language and talking. Factors such as eye contact, active listening, hand gestures and postures also say a lot about a person’s communication skills.

3. Be open to dialogue

Gone are the days when leading through fear and putting on the tough, distant leader act would work.

New age leadership is all about instilling trust by being accessible and encouraging discussions. Your team needs to feel comfortable speaking to you and you need to set the tone for such a camaraderie.

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In spite of having a busy schedule, you can still show you care through simple, effective acts.

For instance, having an open door policy, showing genuine interest while interacting with your employees or even greeting your team members helps breaking barriers and projects you as an accessible leader.

4. Provide constructive criticism

Giving negative feedback is always tricky — you don’t want to hurt feelings nor do you want the feedback to be taken lightly.

So, what do you do? The idea is to offer criticism such that it inspires change and delivers results.

Firstly, take criticism behind closed doors because nothing breaks self esteem the way calling out employees in public does.

Have a one-on-one discussion with the concerned person and make your feedback very specific. Be clear about your expectations and offer guidance on how they can improve.

Most importantly, give them the chance to explain their side of the story too instead of jumping to conclusions.

5. Conduct one-on-ones

Yes, you conduct weekly meetings with the team but how well do you know them on a personal level?

While you may think this isn’t an important practice to follow, it is one of the best ways to engage with your employees and identify what drives them.

Conduct a one-one-one session every month and use it to understand how your employees are doing and if they are facing any roadblocks.

More than reviewing performances, consider this as a relationship building tool to ensure you are aligned with your team and are working towards a shared, common goal.

6. Build training programs

In this ever-changing business landscape, it is important to ensure your employees are updated with the latest, relevant skills that can help boost productivity and performance.

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From imparting technical and soft skills to offering mentoring programs – investing in training and development significantly helps in motivating employees and keeps the learning going.

While conducting training programs, remember to keep them engaging and interactive. They need to ultimately drive value and reinforce learnings.

7. Offer growth opportunities

Every employee envisions a different career path for themselves and demotivation strikes the day they feel they have reached stagnation. As a leader, you need to first be aligned with their goals and offer ample growth opportunities that constantly keeps them engaged and motivated.

Growth opportunities go beyond just financial growth. While money is a huge driving factor, what makes most people tick is making progress in the company and going up the career ladder.

Being faced with new challenges and responsibilities lets them push the envelope and broaden their knowledge and skills.

8. Reward them

Go beyond verbal recognition and reward employees for their notable work. You can start an incentive program and reward top performers. This ensures increased productivity and brings out the best in them.

If you don’t have enough budgets for that, you can also reward top performers with movie tickets, a paid vacation or something as simple as giving them the option to work from home.

Rewarding employees promotes healthy competition and motivates them while meeting business goals.

9. Encourage team outings

Employee motivation also stems from how connected the team is. Invest time in team building because a team that works collaboratively is likely to deliver better results.

From bowling nights to hosting team dinners – team outings are a great way to get to know each other and bond. Assign someone from your team to be in charge of organizing these monthly outings and make sure you join them too!

10. Involve them

Involve your employees in decision making because when they are involved, they feel more valued and part of a larger cause.

Seek your team’s opinion and encourage healthy debates within the team. This boosts employee morale and challenges them to work harder as they know they are in a position to make an impact and will be taken seriously.

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11. Set meaningful goals

In the beginning of the financial year, make sure you sit down with each employee to set meaningful and realistic goals. The goal-setting conversation is an extremely crucial one and needs to be a two-way street.

Whether your employee feels burdened or doesn’t feel inspired enough by the assigned goals – this is the time to come to a consensus and assign goals derived from business objectives that foster individual development while keeping in mind their strengths and weaknesses.

12. Empower them

You cannot expect employees to be motivated for long if you micro manage the team and do all the talking.

Trust your employees and empower them to take decisions. Mistakes will happen but that is the only way they will learn.

Be open to discussions, delegate effectively, set your expectations and give your team the freedom to do it their way.

13. Deal with conflict

A conducive work environment is one wherein there is open communication and trust, but every once in a while, you do encounter people in the team who indulge in office politics and spread negativity.

How much ever fulfilled an employee feels with their work, gossiping co-workers are bound to ruin it for them. Workplace gossip if not tackled hampers productivity and soils working relations.

As a responsible leader, you need to maintain a conducive work environment and act as a mediator in such cases. Don’t be the leader who is locked up in his/her cabin and is unaware of what is brewing within the team.

14. Implement a flexible work culture

Flexible work cultures are a growing trend and are here to stay.

Whether it is offering flexible working hours or allowing employees to work from home once in a month – a flexible work culture promotes work-life balance and aids in employee satisfaction.

It shows that the management is sensitive to employees’ schedules and is thereby highly appreciated.

15. Host engaging activities

All work and no play makes Jack a dull boy and we cannot agree more! So, why not devote one day of the week to employee engagement activities?

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From hosting baking competitions to introducing wellness programs in the office – let your team have some fun beyond work. This keeps the environment engaging, light-hearted and interesting, giving them all the more reason to look forward to coming to work.

16. Maintain a positive work space

Your employees spend more than half their day at work and in order to keep them energized and motivated, it is important to maintain a positive and inspiring work space.

Have a recreation center where employees can unwind after a hard day’s work, offer free snacks and beverages and invest in an open office design that promotes socializing and conversations.

These are simple yet effective ways to create a space your employees will love coming to.

17. Avoid discrimination

Any kind of discrimination, be it due to age, gender, religion or race hugely impacts employee motivation and performance.

In order to avoid such cases, you must lay down rules against discrimination and take strict action against accused employees. Lead by example and make sure no one in the team is a victim of bias and discrimination.

The bottom line

Don’t underestimate the power of motivating employees. Understand that the more engaged and motivated they are, the better their performance will be.

It is also a good idea to send out a survey and get feedback from your employees on the company culture, work environment and their motivation levels.

This will help you be more aligned with their expectations and further improve your efforts in building a stronger, engaged team.

Featured photo credit: Unsplash via unsplash.com

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