Opinion: 8 keys for leading employees to meet objectives

Even seasoned leaders struggle to apply the right techniques to influence employees to achieve the company’s goals.

After all, managing the array of employee personalities that come with a team – each person with their motivations and quirky behaviors – isn’t easy.

As a leader, whether you’re experienced or new to the position, being the best boss your employees ever imagined possible can lead to a more productive and pleasant year for both you and your employees.

Here are eight ways you can navigate the challenges of leading employees to achieve the best outcomes.

1. Keep the big picture in mind. Accept the discretion required with your leadership role. On the one hand, you will no longer be able to participate in your employee’s grumblings or the rumor mill. On the other hand, you should expect to support and carry the company torch to advocate for upper management’s initiatives or decisions.

2. Put others first. The best managers focus on their people and ask themselves, “What can I do for my team?” Unfortunately, many managers focus primarily on themselves and what they can get out of their people. Their interests are inwardly motivated, and ultimately, they struggle to build trust and relationships with their team.

3. Do not obsess with being liked. Avoid appeasing employees by trying too hard to be liked. Effective leadership cares less about being liked but seeks to build a relationship on trust and respect. New managers often campaign for their associates, while seasoned managers usually campaign for the company position. A healthy balance is best. When managers try too hard to be liked, they do so to the detriment of earning people’s support and confidence.

4. Clarify what is expected of you by your boss. Ask for clear goals, if you don’t have them, and ask your boss how they want your team to align with their direction and priorities. Clarify your authority and boundaries of decision making. Know what timelines you will be under and know what resources (people, budgets, equipment and support) are available to you.

5. Be an approachable leader. Employees value having an accessible leader. What’s more important, though, is that you are approachable. People want a leader who will be openminded to their opinions or concerns without the fear of reprisal if they speak up. An open-door policy only works well when there’s an open mind on your side of the desk.

6. Be yourself and build meaningful relationships. You can and should try to remain your true self and create positive relationships with your people. If it’s hard for you to do that, start by making it a priority to have weekly conversations with your staff regarding their families or weekend activities. Relationships are most important in today’s workplace, and people will follow you willingly if you build connectedness on your team.

7. Be prepared to be tested. With leadership comes the unpleasant task of doling out an occasional reprimand or discipline, and someone will likely try to see if you will take action or avoid it. If you want to respect your people, act with kindness and timeliness when correction is necessary. Tolerating poor performance too long will demotivate your best people. When you do correct someone, follow the sage wisdom of being hard on the issue but easy on the person.

8. Dole out sufficient praise and reward. Managers are sometimes reluctant to give well-deserved positive reinforcement because it may be viewed as favoritism or unnecessary. I’ve coached numerous leaders who felt praise was superfluous because people already knew how they felt. That’s not accurate. The truth is, giving credit and recognition to your team is vital to being an effective motivator and leader.

Influencing employees to apply themselves and achieve the company’s best outcomes can happen if you lead with the right principles.

Consultant, professional speaker and author Mark Holmes is president of Consultant Board Inc. and MarkHolmesGroup.com. He can be reached at mark@markholmesgroup.com.