We are currently living in the midst of a business revolution. Technology and business models are evolving. No longer do we need to be in the office to be at work. Nor do you need to have the most formal qualifications to have a great career. In fact, times are changing so much, that for the first time in history, employees could potentially know more about how to do their job than the person who hired them in the first place.
Days in which one manager rules the roost of a company are long gone.
For those who may have long since been out of education or training, this can be a daunting experience, full of competition from newer younger ‘models’ and with a feeling of ‘constantly catching up’. But this needn’t be the case.
In fact, to become a better leader, it’s not about shouting orders as it may have once been: it’s about spotting the potential in others and assisting them to reach that full potential.
Here are 3 steps on how to transform performance, managerial skills and teamwork through communication.
- Let all of your staff do some thinking.
Not all of the big ideas need to come from you. Keep others focused on solutions by stretching their thinking. Brainstorming and involving all staff members can give new insights and get everyone involved. - Create new thinking.
Make sure staff are aware of their own dilemmas and allow them to reflect on this by asking questions. Give them this one-to-one time to allow them to feel valued and bring up any problems or triumphs that they may want to discuss. With newer staff, there will be new methods and ideas waiting to be tried and tested. - Follow-up.
Following up on ideas as well as employment progress can make a huge difference. It allows you to focus on facts as well as the feelings of your employees. If you encourage listening and sharing, problems are more easily solved and new goals to focus on can be set. This can keep tasks moving and progressing with a better completion rate.
Often, communication can be a real game-changer in the way a business is run. When times are hard, it’s very easy for the ‘little guys’ to feel as if they’re not being listened to or appreciated which can lead to job dis-satisfaction and the departure of staff. It’s widely acknowledged that engaged employees stay in their jobs longer, are more productive and are more profitable.
From research by the Gallup Management Journal and Right Management Consultants, it was found that only 20-30% of employees are fully engaged in their jobs and a majority are in a ‘sleepwalking’ state, where that person is putting in their allotted hours, but without any energy of passion.
With regular communication, goals are set, tasks are clear and the opportunity to feel valued can be made a permanent fixture in your business model.
This is a guest post by Bev James from The Coaching Academy, providing instructive, informative and enjoyable life and business coaching. You can reach them at www.the-coaching-academy.com
Featured image courtesy of ColoradoSenateGOP.
