Saying Yes to Any of These 10 Questions Reveals You’re a Much Better Leader Than You Think
This self-diagnosis will help determine an employee’s commitment to their boss, and to their work.
PHOTO CREDIT: Getty Images
Conventional thinking demands that we throw more perks, bonuses, and pay raises at employees, in order to increase their work satisfaction or "boost their morale."
To truly motivate, take a tip from this definition of employee engagement, from the employee's own voice:
It's the emotional commitment I have to my manager, my company, and our stated goals and vision, that makes me want to jump out of bed in the morning. It's the feeling that we're all safe in the direction we're headed. It's having a hope for the future, a track for growing professionally, and the assurance of a career path.
The reason this definition is so important is that, when your employees are emotionally committed, they give discretionary effort. Because it's intrinsic, it comes from the heart, and it's impossible to beat with any other strategy. People will go above and beyond, they will go the extra mile, and they will do things that exceed expectations.
The reality is this: feelings and emotions drive human behavior. Consequently, how leaders make people feel in their jobs will have the greatest impact on their performance.
10 questions leaders need to ask.
To self-diagnose your leadership capacity to engage people at this level, ask yourself these ten questions. Answering most with a "yes" would indicate your employee's commitment to their work, to you as their boss, and to your company.
1. Do people believe that you want to hear their ideas and will value them?
2. Do my employees understand how their daily work helps accomplish the organization's goals?
3. Do others follow your requests and commands because they "want to," as opposed to because they "have to?"
4. Do others communicate their ideas and vision for the organization when you are around?
5. Do you frequently acknowledge and recognize each employee for his or her contribution -- in ways that matter most to each?
6. Do you regularly offer career path guidance to your people?
7. Do employees have the opportunity to do what they do best everyday?
8. At work, do people's opinions seem to count?
9. Do you regularly talk to your employees about their progress?
10. Do you help build confidence in your employees by communicating how their work matters?
BY Thomas Koulopoulos