Values & purpose 21/09/2012

Today’s leaders face several challenges: the task of engaging staff, reduced budgets, resource constraints, and trying to strike a good work/life balance amongst employees. Leaders also face increased requests for flexible working arrangements from all staff, not just working parents. On top of this, they also have to deal with employee wellbeing; for example, they have to recognise the signs of stress, and then put practices in place to deal with it.

It’s important for you to be in regular communication with your staff to provide guidance, appraisals and opportunities for learning and development. You must motivate, reassure, and direct your team. Undergoing training yourself on how to be a good manager and effective leader is also a good way to prepare.

Frequently, poor leadership skills are due to little or no formal training as a leader. Someone may be good at their job, but it doesn’t warrant a natural progression to becoming a leader, at least not without sufficient management training. There are times when responsibilities such as managing a heavy and difficult workload can make it difficult to find time to be a good manager. Another common cause of poor leadership is a lack of face-to-face contact and communication with employees, and a lack of understanding of their needs and feelings.

Poor leadership can lead to disengaged staff, which reduces productivity. It can also cause poor retention of valued, skilled employees and will potentially affect the way in which a client’s contact and services are managed.

• Undergo sufficient training as a leader
• Keep to your word
• Good listening/communication skills
• Scheduling staff appraisals on time without having to be reminded by employees
• Praise where praise is due but similarly dealing with difficult situations positively so that employees recognise boundaries
• Open communication culture/policy where employees know they can share issues, problems and provide feedback

Employees are no longer incentivised by purely monetary benefits. People spend a significant portion of their life at work and want to feel that they are achieving something and making a difference. 

Values are important because it gives employees a set of guidelines to work to and a sense of purpose. With a set of values in place, employees can easily assess and recognise their achievements and bring worth to an organisation. Having a sense of pride in what you do inspires employees to work harder and go that extra mile. It also gives the entire company corporate vision, which helps to fulfil business success. Having a set of values creates confidence and instils loyalty.

Help your team to find meaning by following the values and objectives set by the business, not just locking them away in a filing cabinet. Perform regular staff appraisals to find out what is important to each individual member of your team and help them work towards their goals. Encourage team get-togethers on a work and social basis to create a sense of belonging.

• Regularly communicating with staff
• Give praise when praise is due; a simple ‘thank you’ goes a long way
• Be flexible when possible
• Offer the necessary training for employees to perform their role to the best of their ability and assist them in meeting set objectives
• Lead by example – inspire trust, positive behaviour and attitudes
• Engage with and listen to employees  through regular face-to-face contact
• Be flexible where possible
• Help employees achieve their full potential/goals by recognising their training needs
• Recognise achievements and show staff that you trust and value their opinions and decisions
• Reward/incentivise staff, whether it be a simple thank you, a bonus scheme or a small gift
• Create a culture of work/life balance
• Offer dress-down days on a Friday or during the summer months
• Encourage wellness:  negotiate corporate rates at a local gym, and provide a fresh fruit basket and healthy alternatives to tea and coffee