According to psychologists, there are 6 types of bosses; the visionary, the coach, the affiliative, the Democratic, the commander, and lastly, the pacesetter. All of these styles are completely different and unique, and every boss falls into one of these leadership style categories. Likewise there are different personalities in every employee – so we need find out what makes your employee ‘tick’ – are they motivated by money, status or recognition. Helping to feed into that element and they will feel more inclined to be productive to achieve not only your goals but ultimately their own.
Employers commonly use two forms of psychometric tests: firstly, those designed to measure maximum performance, such as ability, aptitude or attainment; and secondly those designed to assess personal qualities such as personality, temperament, values and interests. So they help not only in the recruitment process to get the right employee for the job, but ongoing the management of an employee when you can understand whether they are an outgoing personality / quite / steadfast / task orientated, people orientated – so you can steer your way of working to get the most out of your employees because it matches their personality style.
It goes without saying that you should have the correct legal documents in place, it not only gives protection for both parties, but peace or mind that you all know the ‘rules of the game’.
Its not aout getting to the point that someone will say ‘that’s not my job to do’ its about there being a guide to know what is expected from your employee. Helping make the relationship strong from the start as there is not misunderstanding as to who does what and what is expected of them.
You may be the employer, you may have years of experience, but listening to your team who are probably at the coal face will not only help to make them feel valued, but you could learn a lot about your business and how to improve it not only for the employees but for the clients/customers.
A “thank you” goes a long way, but so does making your team feel valued and involved in the business decisions, ideas & progression.
This helps to ensure the team feel a part of the business, a part of its growth and success.
Have regular team meetings to tell them what is happening; •lost clients (so you can learn from any mistakes or improvements needed) •new clients so the team can see who they may need to deal with and what that client needs •sales targets, so they can feel confident and stable in their job knowing the business is on track / growing – maybe even part of their incentive is a bonus around the business whole performance, making ‘everyone’ on the team feel included in the businesses growth and successes.
There is a time and a place for being the ‘boss’ and its always about throwing your weight around as a senior person – its about working together as a team to achieve the main end goal – understanding each person is an integral cog in making things happen
Employees who feel valued and appreciated by their leaders are infinitely more likely to go above and beyond for the company and hold themselves accountable for their part of a project. Most importantly, they will be happier in their roles. If leaders disregard the importance of connecting with employees, they lose the benefit of a dedicated, long-term team.
Got their back
If an employee raises a concern about a client treating them poorly, rudely or with disrespect, look into the situation – show that employee you have their back –t that they are important and valued to you. And if necessary speak to the client to express your concern at their behaviour and how as a business you don’t allow it to happen.
If an employee asks for feedback – be honest with them. It does not have to be in an unkind way – it should be in a constructive way and probably the issues you need to raise the employee is already aware of and may be to scared to address them.
Beware of expectations you set for your employees. As much as you may have an employee who is hard working, loyal, excited about their job and contentious – they will never be as totally passionate as you are about your baby – so you can get a bit overexcited and set unrealistic goals and targets on your employees which can have a negative impact on their overall performance – before your employees will believe in you, the business vision and goals and care about those, employees need to see that you believe in them as a person, what they can achieve and not just a money making machine for you.
“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients” – Richard Branson
A simple thank you goes a long way – show them how you appreciate their hard work – that you recognise what they have done.
It’s the little things that matter, the thank you, the quick email to the team to congratulate someone on a great achievement, a gift at Christmas or Birthday, even an ice-cream on a hot day.
Of course as much as your employee may love their job, ultimately they are in this to get paid in some way. Show your creative side with perks to the job – and ways of saying thank you – it does not have to be expensive – but that you have thought about making your employee’s personal or professional lives a little better
If you have talented, hardworking and loyal employees who know you have their back, you’ll be rewarded with a higher return than your biggest client could ever offer you.
“Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organisational objectives. It is the fuel that allows common people to attain uncommon results.” – Andrew Carnegie