“People who love going to work are more productive and more creative. They go home happier and have happier families They treat their colleagues and clients and customers better. Inspired employees make for stronger companies and stronger economies”
Start with Why , by Simon Sinek
One of the greatest assets your business has is your people.
Unfortunately, because of high staff turnover and lack of commitment or buy-in, they are often viewed as a liability. Turning your people from a liability to an asset does not happen by accident nor does it happen overnight.
Employee engagement is critical if you are to reap the rewards of a loyal workforce. If there is no, or limited, buy-in from your team, there won’t be much commitment to the goals and aspirations of your business. There needs to be a certain culture in place within your company – one that breeds loyalty and respect within your team.
Employee engagement starts at the top with the leader of your business. This person has a tremendous impact on the commitment of their team and this should never be ignored.
People lead in different ways – some are dictatorial “this is how it shall be”, others just expect their team to follow along behind with no clear path and a haphazard approach to leadership.
Most people have experienced a “bad” boss – one who rarely encourages and always seems to spot any negative they do – always ready to pounce when something goes wrong. The effect of this can be devastating on your team’s morale, motivation and personal confidence.
The most effective leaders have mastered, or are practising the art of engaging their people.
It is that engagement that will inspire the commitment and loyalty that leads to true buy-in from your team.
Who is the decision-maker?
Our view is that business should not be democratic. Decision-making should always rest with the leader. Left to a committee you run the risk of mediocrity. Leaders must “lead” . However, in order to make good decisions it’s smart to consider a variety of opinions and different viewpoints before making that decision.
Peter Drucker says that effective leaders create dissension and disagreement rather than promote consensus. He recommends you do not make a decision unless there is disagreement first. If everyone agrees at the outset – send them away and tell them to come back with some opposing viewpoints. “If everyone is thinking the same, then someone isn’t thinking”.
As a leader, surround yourself with people who are willing to disagree with you, and show that you are willing to listen to what they have to say.
Give your employees a voice
Motivation, job performance and morale will increase when employees have the chance to contribute their concerns and ideas. This doesn’t mean you need to please everyone (you can’t) but you need to show you are willing to listen. If you only pay lip service to listening and have no intention of seriously considering their ideas – your staff will stop offering input and become increasingly frustrated in their jobs.
Employees who think their leaders do listen and pay attention, are more likely to speak up, and get along better with each other, improving the operation of your business a a whole.
Your people should be respected, encouraged, and their differences celebrated. Get this right and you’ll reap the rewards of a loyal workforce.
Looking to address your team’s buy-in? Ask for a free consultation