Charfen began this practice after realizing that his employees were not adequately rewarded for their efforts and achievements like other rapidly growing businesses. Rather than waiting for the situation to resolve itself, he and his team make sure that each “amazing” employee feels valued.
Company leaders like Charfen believe that their daily culture should reflect the positive efforts their employees put in each day to create successful workplaces.
These employees become more engaged, motivated, and productive as a result of their efforts.
Are you looking for new ways to improve your company’s culture?
Here are five ways to become a leader who inspires employees.
1. Consistent and public acclaim
Although more and more leaders recognize the value of their employees, only the best openly express their gratitude.
Employees don’t want expensive gifts or donations; they want to know if their bosses recognize their hard work and dedication.
In fact, according to a January OfficeVibe poll, 82 percent of respondents said praise and recognition were preferable to receiving a gift.
After hearing employees speak highly of employers publicly praising employees, Stephen Twomey, the founder of Traverse City, Michigan-based digital branding firm MasterMindSEO, took the hint and applied it to his own company culture. Twomey said he looks for one thing that employees did exceptionally well the day before or the week before and publicly commends them.
And, according to him, it works.
“At work, productivity increased by 30%,” he claims.
“I haven’t heard anyone complain about not being appreciated, and no one has asked for a raise as they should have at the start of the year.
People are inspired and led, not led, as it turns out.”
2. Provide a road map to employees.
Motivation and effective communication go hand in hand.
Employees who are insecure about their daily tasks are rarely given a chance to advance.
How can you focus on improving your daily tasks if they are unclear?
They are assuring that employees are on the same page and that they are part of a team that is motivated by productivity and morale.
That’s why Jordan Scheltgen, co-founder and manager of the Fort Lauderdale-based content marketing firm Cave Social, starts each day with a new process to help employees focus and achieve their objectives.
He explained to me, “We started a program called ‘Attack the Day.'”
“It’s a mindset as well as a method.
Each morning begins with a 20-minute meeting. Teams make a list of tasks they want to complete for the day. The team members are then encouraged to do so and offered assistance from other members of the staff who can contribute something useful.”
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3. Gather feedback and put it to good use.
It’s difficult to keep track of employee emotions (especially when one of them is frustrated). When business and technology expand, this becomes an even greater challenge. However, if you don’t understand your employees’ feedback, keeping them and improving your company’s processes may become nearly impossible.
Benjamin Snyers, director and partner at the New York-based agency Social. lab, knew he needed to keep an eye on his team members during a period of rapid growth in his business.
Snyers discovered that his team was stressed and overburdened by using Butterfly, a personal coaching manager.
As a result, he formally expressed his appreciation for his team’s efforts, acknowledged their sacrifices, and explained why his efforts were not in vain.
Snyers said he understood his team’s frustrations after listening to their feedback and actively listening. He was able to show them that the company’s leadership had its backs 100 percent.
4. Foster a positive work environment
Every company leader’s job is to inspire employees to reach their full potential.
They were addressing motivational issues only once a quarter, or even worse, once a year saps employee productivity and enthusiasm for their work.
Every day, CEO Mandy Arnold of Gavin Advertising, advertising, and marketing agency in York, empowers and engages his employees by cultivating a positive workplace culture.
He told me, “We incorporate team shouting “We cultivate.”
“Every Monday, we take five minutes for coworkers to publicly thank someone for a job well done.
This could be an acknowledgment of each media placement’s effort or a CEO specialist who moved heaven, sea, and earth to solve a client’s problem in a short amount of time.”
Employees respond well to frequent positive reinforcement, such as the kind Arnold uses in his culture.
As a result, ensure that your company’s best talent stays and grows by demonstrating to them that company leaders care about bringing the team together and assisting it in reaching its full potential.
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5. Request feedback and expect to be surprised.
Employees who don’t understand the leader’s expectations aren’t the only ones who lack communication.
It can also happen when leaders aren’t fully aware of their employee’s needs, which negatively impacts them.
Sean Douglas, a motivational speaker in Goldsboro, realized he was giving his employees feedback but not asking for it back after feeling like he wasn’t acting his best.
Douglas claims that understanding the team’s needs enabled him to lead according to his strengths.
When leaders push their agendas and opinions in this way, their teams can achieve their full potential.