Leadership should be born out of the understanding of the needs of those who would be affected by it.–Marian Anderson
Gallop reports that 70% of motivation levels are attributed directly to leadership.
Last week we shared the results of a global study for the reasons people quit their jobs and the 5 step PRIDE process to help with retention.
This week we’re sharing yet another perspective. The University of California found that motivated employees were 31% more productive than those less engaged, and were 87% less likely to quit their job. And, Gallop reports that 70% of motivation levels are attributed directly to leadership.
We frequently share effective leadership skills and behaviors, and now want to share “Worst Behaviors” as listed by Dr. Travis Bradberry.
- Making a lot of stupid rules
- Letting accomplishments go unrecognized
- Hiring and promoting the wrong people
- Treating everyone equally
- Tolerating poor performance
- Going back on their commitments
- Being apathetic
- All companies have rules and processes, and as leaders we may not have the ability/authority to change them. What we CAN do is explain the rationale and listen to and acknowledge how people are feeling.
We regularly share the need for consistently recognizing and rewarding accomplishments – enough said!
Our mottos are “Hire Hard or Manage Hard” and “It’s essential to hire the right person for the right job”. If you don’t, everyone suffers.
Number 4 sounds fair, but is it? Should a star performer be treated the same as someone who merely “shows up”?
When leaders don’t address poor performance, the morale and attitude of the entire team is impacted.
Authenticity and trust can not be compromised – EVER.
People wanted to be treated as people, not as productivity statistics. Invest the time to get to know your team, their likes/dislikes, what they do off hours, etc. Relationships improve motivation and grow results!
What are you doing to improve motivation levels?
QWIKTIP BONUS READING – VALUING YOUR STAFF