Employee turnover is one of the most common HR obstacles that businesses confront today. However, have you ever wondered why individuals choose to leave their jobs? According to studies, team leaders or managers are frequently cited as one of the primary reasons why people choose to leave their positions. At least 75% of the reasons why employees quit a firm, according to Gallup's principal scientist for workplace management, James K. Harter, are because of their managers.. Only 12% of professionals, on the other hand, resigned their work to pursue a greater wage elsewhere. Perhaps money isn’t always the problem.
What is leadership and what makes a great leader ?
An individual's or a group's ability to influence and guide followers or other members of an organisation is referred to as leadership.
Making the right, often difficult decisions, communicating a clear vision, defining attainable goals, and providing followers with the knowledge and skills they need to reach those goals are all part of leadership.
From business to politics to region to community-based groups, leaders are found and necessary in almost every sector of life.
Self-confidence, good communication and managerial abilities, creative and inventive thinking, perseverance in the face of failure, readiness to take chances, openness to change, and level headedness and reactiveness in times of crisis are all traits of an effective leader. Individuals with these abilities can advance to executive management or C-level positions in business, such as CEO, CIO, or president.
However, leadership has nothing to do with a person's position or seniority. Just because someone has worked for a long time does not indicate they have developed the attributes and talents necessary to manage a group.
Here are a few qualities that actually make a great leader:
1. The right attitude
Great leaders understand that they cannot have a happy and motivated staff unless they are happy and motivated themselves. This can be accomplished by being positive when things go wrong and fostering a pleasant and cheerful work environment.
If team members are happy and acknowledged, they are more willing to work harder and do overtime when needed. Even in the most difficult situations, such as poor team morale or team members making a major blunder at work, a great leader maintains a positive attitude and finds ways to keep the team motivated to address problems.
2. A continuous desire to learn new things
Great leaders understand that there is always something new to learn from their previous experiences. They are able to connect current issues with previous lessons acquired in order to make quick decisions and actions.
When it comes to their company, workplace, or whatever scenario they're in, great leaders understand that they must take personal responsibility for failure. The best leaders don't make excuses; they accept responsibility and move quickly to resolve the issue. This demonstrates their trustworthiness and integrity.
4. Knowing When to Delegate and How to Delegate
You can't do everything on your own, no matter how much you'd like to. Even if you could, doing so in a group setting would be a bad idea. Good leaders should be able to understand, and do more than just relieve their personal stress.
Delegating to others demonstrates your trust in their talent, which leads to increased workplace morale and employee loyalty, as they wish to be respected and valued.
5. Feedback and Listening
This is significantly more complicated than it appears. A successful leader must have excellent communication skills. You may have a good understanding of your brain's cave of madness, but that doesn't guarantee you can appropriately extract and describe its contents to others.
Effective leaders must be able to communicate effectively with those around them. They must also be able to properly understand the actions of others and not take what they say personally.
6. Confidence is the key
A good leader should be confident about his ideas and actions. However, this must not be mixed up with arrogance or self-satisfaction. People will look to you for guidance on how to behave, especially if things aren't going as planned. Team members are considerably more likely to remain cool and composed if you do. As a result, productivity and morale will remain high, and the problem will be resolved more swiftly than you ever imagined.
How far does leadership affect organizational growth?
Leadership is a critical management role that aids in maximising efficiency and achieving organisational objectives. Employees today desire a workplace that is collaborative, flexible, happy, and inclusive. Because of the rising incidence of voluntary turnover and the increasing complexity of the digital era, it is critical to choose the correct leadership style for employees.
Companies should ensure that personnel in leadership roles are thoroughly familiar with the organization's goals before implementing actions.
Here’s why leadership plays a vital role in the growth and success of your organization:
Initialization of the right action
A leader is someone who provides direction and communicates policies and plans effectively.
A leader demonstrates that they are playing a motivating role in the company's operations and inspires their staff through monetary and non-monetary incentives.
A leader is responsible for not just supervising but also guiding his or her subordinates. Guidance in this context refers to teaching subordinates how to do their jobs properly and efficiently to achieve the best possible result.
Confidence is a crucial aspect that may be achieved by conveying work efforts to subordinates, clearly describing their roles, and providing them with directions for achieving the goals. It's also crucial to pay attention to the employees' complaints and difficulties.
Setting up Morale
Morale refers to an employee's willingness to cooperate in their task, as well as gaining their confidence and trust. It's important to remember that it's not always about great objectives and unattainable plans, but rather how well your team handles every challenge. It's all about how committed your staff are to attaining the company's goals. In the face of fierce competition, the complicated work environment of the digital age, along with low engagement levels, is certain to pose a number of issues for businesses. Employee engagement is also important for businesses that wish to develop and survive.
What is employee engagement and why is it important?
Employee engagement refers to the level of mental and emotional attachment employees have to their jobs, their teams, and their company. HR is often drawn to employee engagement because of the immediate benefits it provides in terms of employee retention, recruiting, job satisfaction, and happiness. Employee engagement, on the other hand, has far-reaching benefits that go beyond HR.
Discretionary effort increases when employees are engaged. Employees want to go above and beyond the job's minimum standards. Employee engagement affects a variety of corporate results when leaders and managers channel that energy and effort in the correct direction.
Employee engagement is vital for retaining valued talent and is a critical component of employee happiness; disengaged employees are more likely to leave their positions. According to a study conducted by Forbes, employees who are involved in their work are more likely to be motivated and remain devoted to their employer.
Leadership and Employee Engagement
Organizations should ensure that personnel in leadership roles are thoroughly familiar with the organization's goals before implementing digital engagement through leadership. They must be strong role models who can appropriately demonstrate the way while also serving as a buddy and a watchdog.
A good leader can engage employees upto a great extent, here’s how:
In order to have a strong, effective relationship with team members, leaders need to develop high levels of trust. Remember that having trust is important, as it gives rise to good performance.
Employee engagement can be boosted through providing long-term assistance, direction, and feedback to employees. This is because employees tend to believe that taking ownership of their job is a key component in how engaged they are at work.
Clarification of objectives and goals
By assigning and clarifying the tasks associated with those goals, leaders should be able to make the goals more apparent and attainable. This will make things easier for employees, leading to better levels of productivity and satisfaction.
Continuous collaboration and communication
This is important as it paves the way to develop new and productive ways of working and communicating in a group. Because this enhances engagement, every team member should be permitted to express their thoughts and participate in essential tasks. When people's perspectives are valued, they feel more connected and engaged.
Encourage creativity and agility
Creative and new approaches to problems should constantly be encouraged. Employees should be given opportunities regardless of their position in the organisation, because excellent ideas can come from anyplace. Leaders must work together to create a shared vision and ensure staff engagement by encouraging and motivating them on the job, thus increasing levels of your team’s engagement.
With that being said, do keep in mind that employees are affected by different leadership styles as well, but it's more an issue of selecting the leadership style that best fits the employees' personalities and needs. Depending on the needs and tasks connected with different departments, it is important to choose the right kind of leadership style that goes in harmony with your employees and organizational interests as well.