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8 Behaviors Successful Leaders Use to Motivate Staff

8 Behaviors Successful Leaders Use to Motivate Staff

What makes a great leader in the workplace? Maybe you will be instinctively drawn to a leader because of their charisma, knowledge, and perseverance. But when you actually break it down, it is quite surprising to learn that great leaders are approachable, open, and great communicators. Here are 8 behaviours that we can all learn from those successful leaders.

1. Create an open and approachable environment

There are some managers and CEOs who place themselves on a pedestal and never really get to know their staff. They are living in a cloud of power and have little touch with reality in the workplace. They are obsessed with authority, prestige, and their position. They are rulers, rather than leaders.

But a real leader creates an open and approachable environment where staff are encouraged to say what they think of procedures, policies, and business objectives. There is a much better atmosphere and staff do not hesitate to approach the leader. The result is that there is a much greater sense of collaboration and a team spirit rather than a hierarchy based on fear, power, and privilege. Brian Tracy, Chairman and CEO of Brian Tracy International sums it up very neatly:

“Become the kind of leader that people would follow voluntarily; even if you had no title or position.”

2. Build confidence when the going gets tough

Leaders are expected to lead. In times of crisis, this can be the greatest test of a successful leader. They know how to mobilize the staff by staying calm and courageous. The open approach will pay handsome dividends here as staff will be fully aware of what the crisis is. They know what they will have to achieve in turning the company around and staying ahead of the game.

Steve Jobs as a business leader did not only turn Apple around after its stocks plummeted in 1996 but released new products such as the iPod and iPhone. It is an inspiring example of how a business leader was able to build confidence during a crisis.

3. Build employees’ self-esteem

Everyone craves praise when it is merited, of course! Leaders give praise and encouragement when it is due. They encourage people to let coworkers know about their achievements such as meeting a tough deadline or exceeding a sales target. Great leaders or managers know what people are striving to achieve and they will be the first to encourage and praise. Todd Mansfield who was vice president of Disney Development Company for 11 years realized that in time, as he explains here.

“When we’d sit down to evaluate associates, we’d spend 20% of our time talking about the things they did well and 80% on what needed to be improved. That is just not effective. We ought to spend and energy helping people determine what they are gifted at doing and then align their responsibilities with those capabilities.”- Todd Mansfield

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4. Empower and enable workers

Great leaders work hard to encourage a culture of inclusion at every level. In practice this means that innovation and skills development are strongly encouraged. One great way to empower employees is to keep them in the loop as to what is really happening at every level of your operations. These might include strategies for every contingency, emergency procedures and on-going skills training. The great advantage here is that this sense of empowerment makes them feel that they are a vital part of the company.

Doug Conant, CEO of the Campbell Soup Company, had to rescue the company from falling sales. His recipe for success was to prioritize employee engagement which had been judged as among the worst by Fortune 500. During his ten year stint in which he managed to turn the company around, employee engagement was consistently rated as among the best.

5. Ask questions and listen

Many managers talk loftily about their company’s mission statement and ethics. They talk about staff development and training. They sometimes fail to set the example by actually doing these things such as encouraging communication by asking questions and letting staff ask them. In fact they often talk far too much and do not listen nearly enough. This is why they rarely relate to others and inspire them. John C.Maxwell, the founder of Maximum Impact and an annual speaker at Fortune 500 companies often mentions this very important aspect of leadership:

“Leaders must be close enough to relate to others, but far enough ahead to motivate them.”

6. Take risks

Sir Richard Branson, founder of the Virgin Group, was recently interviewed on leadership. He said that one of the great ways to be an effective leader is to take risks. He gave an example of how he always goes for personality rather than formal qualifications, when hiring staff. Certainly there is a risk here. He also prefers to promote within the company rather than hiring outsiders. It sends a great message to staff and shows that hard work and dedication are actually rewarded. He is the author of The Virgin Way: Everything I Know About Leadership.

7. Be humble and learn from each other

Great leaders will always be on the lookout to learn from their staff and to share wisdom and experience. The leaders who lock themselves in their offices will never be exposed to new ideas. In addition, one of the four critical leadership qualities is humility, according to a Catalyst study which asked 1,500 workers from all around the globe. Humility is learning from criticism and being able to admit you were wrong. Lazlo Bock who is Senior Vice President of People Operations at Google explains what humility means in leadership:

“It is not just humility in creating space for others to contribute, it’s intellectual humility. Without humility, you are unable to learn.”

8. Be passionate about change

Great leaders do not shirk their duty when it comes to making changes which will mean challenges but also great rewards in the long run. If you are passionate about change, you can achieve great success. Indra Nooyi, CEO PepsiCo, is absolutely committed to taking the company in a healthier direction while achieving financial success. She has managed that while implementing a five year plan to cut costs by $5 billion:

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“Leadership is hard to define and good leadership even harder. But if you can get people to follow you to the ends of the earth, you are a great leader.”

Featured photo credit: Sir Richard Branson/ Jarle Naustvik via flickr.com

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Robert Locke

Author of Ziger the Tiger Stories, a health enthusiast specializing in relationships, life improvement and mental health.

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Last Updated on January 6, 2021

14 Ideas on How to Measure Productivity to Make Progress

14 Ideas on How to Measure Productivity to Make Progress

Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

Knowing this information we can now better determine what course of action to take with salesperson #1.

Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

How to Measure Productivity With Management Techniques

Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

1. Identify Long and Short-Term Goals

Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

2. Break Down Goals Into Smaller Weekly Objectives

Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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Productivity = number of new customers ÷ number of sales calls made

3. Create a System

Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

You can do the same thing and just adapt it to your business.

Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

4. Evaluate, Evaluate, Evaluate!

We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

Just remember that you and your management style contribute directly to your employees’ productivity.

5. Use a Ratings Scale

Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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It’s also a good way to track long-term progress and growth in areas that need improvement.

6. Hire “Mystery Shoppers”

This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

7. Offer Feedback Forms

Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

8. Track Cost Effectiveness

This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

Having this information is very useful in forecasting expenses and estimating budgets.

9. Use Self-Evaluations

Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

10. Monitor Time Management

This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

Time Management Tips to Improve Productivity

    The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

    While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

    11. Analyze New Customer Acquisition

    We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

    Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

    For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

    Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

    Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

    From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

    12. Utilize Peer Feedback

    This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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    Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

    Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

    It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

    13. Encourage Innovation and Don’t Penalize Failure

    When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

    Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

    Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

    14. Use an External Evaluator

    Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

    They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

    While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

    Final Thoughts

    These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

    The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

    The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

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    Featured photo credit: William Iven via unsplash.com

    Reference

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