The following are some practical tips on how to make other people support your leadership, and sustain the burden of your target task:
- ASK & HEAR
There must be a balance between talking and listening. When you give time to hear various employee complaints, problems and difficulties, you are actually “investing” respect from your employees.
When you “ask”, you are actually fulfilling their “internal-needs”. You are also building relationships and they will feel very valued by your boss’s attention. When you take the time to hear their problems, ideas and suggestions, you are actually “appreciating” their thoughts and elevating their self-actualization.
Tip: Every day, in turns, approach your employees (more do 0ne-on-one, to be more personal) and listen to the “contents of the mind”. Spend less than 15 minutes per person. If the problem is heavy enough to handle, reset the next meeting.
Employees need your attention, the way you hear their thoughts. Not only to hear, you are also expected to respond to their needs and questions. By giving the right and fast response, it will boost your leadership quality in the eyes of employees
Various ways to respond to employees: a.
Take decisions and attitudes that are fast, don’t delay. If you need more approval from the other party, always explain to the employee, how long and when you can respond to their needs
b. If you have to respond to employees with news that is not “good” & tends not to be expected by employees, then you must say honestly, and explain the reasons
c. Don’t give uncertain promises.
d.Do not hang a problem to drag on so that it sacrifices the performance of your employees
- GIVING A MODEL
It’s not enough to just listen and respond. The other thing is do you set an example and example of what you say? If you apply the hours of entry work discipline, are you the person who also runs the discipline? If you make a rule you cannot use the office internet for personal needs, do you also practice it? Keep in mind, all actions of a Leader, will be highlighted by the employees. They will watch your example.
At a minimum, you have to set an example in these areas or areas:
1.Disciplinary hours of entry and hours after the
2.Disilpin lunch break in the use of office facilities such as the internet, stationery, laptops, company money, and facilities other offices
- Accuracy of appointments in timely decisions
- Accuracy of appointments in answering questions that are still hanging
- Don’t gossip and discredit bosses, company policies, company facilities in front of employees
- Defend & support your subordinates in positive things
- SOLVE THE PROBLEM TOGETHER
The biggest respect that will be given by a subordinate to a boss is when he has a problem, after he tries it in all ways and doesn’t work, then the boss reaches out to solve the problem together to find a solution.
Leaders who are respected by their subordinates are leaders who show a “WE” language attitude, not “ME”. So if there are difficulties, this is our problem and problem (boss & subordinates). Means, if the subordinates cannot overcome, the responsibility of the boss goes down together looking for a way out (not being unwilling to know and just accepting it okay)
- Train your men to be able to solve a type of problem that is routine and predictable (the problem that occurs “that-again-it-again”)
- Train your men too, if after a few hours (eg after 2 hours), the problem is not solved too, so he must quickly contact you, to be able to deal with the problem as soon as possible
- Prepare time to find solutions to types of problems that are not routine (types of problems that have never happened before). For this type of problem, a Leader cannot just let go of his hand
- TWO-WAY COMMUNICATION BUILDING
People will care about you not from what you say, but from the extent to which you care about others. The most important principle to boost people respect for you is “Treat other people as you want to be treated”. Often a leader communicates in one direction only.
The characteristics of the Leader whose communication style is one-way: a.
Always want other people to use ideas and how they work. Rarely or even never ask the subordinates a variety of ideas and input
b. Even if there are ideas and input from subordinates, the boss never uses their ideas (let alone thank you for the idea)
c . If you lead the meeting, 100% of the discussion will be dominated by the Leader , The meeting participants behaved like an audience watching the boss being “on stage”. There is no involvement from employees.
Throughout the working day, employers rarely stop by for informal communication. Even if he stopped by, at most he said, “Where’s the task?”
Well, communication styles like this that will increasingly make employees “stay away from” superiors.
- Every morning, take time to do a brief briefing with all your employees (a maximum of 15 minutes). The goal is to build closeness with employees and to equate perceptions about the various activities of the day.
- Encourage each employee to give their ideas and suggestions. Then respect each input (even though it is of poor quality). Encourage them to get involved as often as possible in giving input.
- Try to choose employee ideas that can be used. You don’t need to demand a perfect idea first to be squashed. As long as it makes sense, “only 60% are involved, the idea can be adopted, plus a little improvement. (Employees will appreciate your efforts !!!)
Practice consistently the above five tips EVERYDAY diligently. You don’t need too many splashy tips. The most important thing is not how many new ideas you learn, but the most important are how many changes you have made. Start now, your employees are waiting for CHANGE of yourself!