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employee loyalty

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When you think about business leaders, you probably think about big gestures, unveiling a new product, speaking before a large audience, or making an impact on the culture in a significant way. But while these may be the moments in which they shine, leaders aren’t built at these times. Like most long-term endeavors, leadership is created in small, incremental moments that add up to a substantial whole.

Taking on Any Task Necessary

If you’re founding a company, it’s important to know how to delegate. If you try to take on every task, you won’t have time to do the most important ones, let alone the deep, focused work that is necessary for innovation. Refusing to relinquish control to others also speaks a kind of insecurity. You should feel confident that you’ve surrounded yourself with those who are up to the tasks you’ve set for them. At the same time, a leader does what has to be done in the moment, with attention to detail, if that means grabbing a broom to do a quick cleanup minutes before an important client meeting, it gets done. A leader is on top of things so that nothing slips through the cracks.

This can be important when it comes to fine details. This attention would help you realize that the company’s fleet might be considered commercial vehicles based on a narrow definition by FMCSA, which looks at the type of work as well as the vehicle used for business purposes. You can review a guide that explains this. When you take on the responsibility of staying on top of everything about your business, you are motivated to investigate a question such as whether your drivers will need commercial vehicle licenses. When your employees see that you don’t consider any task beneath you and you are attentive to details of this kind, they will be more likely to emulate your approach in their own work.

Treating Everyone Equally

Just as there are no small tasks, there are no small people. A leader does not treat the intern, the newest employee, or the janitor with any less respect than they do a fellow successful entrepreneur. One reason for this is that you never know which of these individuals may someday be influential themselves, and people remember how they are treated. Another is that your respect will be reciprocated. Finally, this is another gesture that demonstrates that nothing escapes your notice. If you want to become a more complete leader you must understand that how you treat those who surround you matters a great deal.

Being Available and Showing Gratitude

You can’t lead if you aren’t around. Making yourself accessible to people shows that you consider yourself part of a team. Listening to suggestions and ideas increases loyalty and trust even if you ultimately don’t adopt recommendations. Like the other points above, availability and a willingness to listen, even to critiques, displays self-confidence, and self-confidence makes people want to follow you. In addition, thanking people for their work or advice goes a long way. They will be more eager to do more for you in the future when you praise their efforts now. Remember that this includes crediting them for any ideas that you adopt.

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You’ve been in business for a couple of years, defying the odds and keeping your company from becoming another failed business statistic. You’ve hired what you believe to be a strong and capable staff and credit them with your company’s success.

 

Lately, you’ve noticed a growing turnover rate. It seems like the longest an employee stays is six months, then they hand in a two-week notice; that is if you’re lucky—some just skip out. You’re not sure what’s going on. Once you’ve filled one position another opens, and it’s not because of rapid promoting.

 

There’s something amiss, and if you want your business to make it to the five-year mark and beyond, you need to figure it now. But management doesn’t have a concise answer as to why people are leaving the company, so what can be done about this?

Management Troubles

According to Forbes Magazine, 50 percent of workers surveyed in a Gallup poll reported that they left their job “to get away from their manager.” In the long run, it won’t matter if you have an all-star staff, if management isn’t nurturing their potential, recognizing their hard work or serving in some sort of mentorship capacity, they will look elsewhere and leave your company.

 

There are three personality types that make a bad manager, and if any members of your leadership team exhibit these qualities, you’ll need to reevaluate your own management style and may even need to reshuffle the deck.

 

The Flash in the Pan

This team member demonstrated they were a quick-starter and go-getter early on. They took feedback well and adjusted their work to reflect the company’s mission and made their end goal the success of the company. There was no question that they would be promoted, and with just a few months under their belt, you promoted them to a management position.

 

Functioning much like a startup, you trust that your staff is getting their work done when they work remotely, but this manager makes only weekly appearances in the office and has not shared their calendar with their department. No one knows if they’ll be in the office and employees have a hard time getting ahold of the manager. It would appear that they think being a manager means going to pub cons and hosting cocktail hour with potential clients, not keeping the staff abreast of company news or following through on staff questions and meetings. Also referred to as “the ghost,” this type of manager does not inspire employee loyalty.

 

Management Tactics: Make it a rule that all management must be in the office when employees are. Conduct a weekly meeting with this manager and their department to see where they are in their work and to learn of any discrepancies. If there is a client meeting that must take place, the head of the company will manage it.

 

The Peer

This type of manager worries about not being liked by their subordinates and will do anything to stay on their good side, even if that means making some questionable calls that could hurt the business.

 

Who you put in charge will dramatically affect the success of your business. If a manager should spend their day on Facebook making comments on your employees’ status updates, there’s going to be trouble, especially if they make a disparaging comment from the company’s social media page in an effort to be funny. When that happens and an upset employee threatens to sue, business insurance will cover the cost—but you’ll still lose a valuable staff member.

 

Management Tactics: Set internet usage rules. Management and employees alike cannot update their social media feeds while at work, and management must make sure that all conversations taking place between management and staff are politically correct.

 

The Identity Thief

This person takes all of the good ideas and work of their employees and marks it as their own. The only time this type of manager doesn’t take responsibility for something is when a project falls flat, only then will they say another team member worked on it.

 

Management Tactics: Call this manager out. Ask who has and continues to work on the projects and demand that the meetings be led by the team, not the manager alone.

 

No one is perfect, and going from being a staff member to manager takes time to adjust. Make sure you are giving every member of your staff the tools they need to succeed.

 

 

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