Great Leaders

Being a great leader is essential for running a successful company. While some people have the ability to motivate and encourage people, others struggle in this area.

One of the qualities that the best leaders share is their ability to encourage employees through simple yet meaningful phrases.

If you are ready to improve your efforts, consider incorporating these sentences into your daily communications.

More than that, wholeheartedly embrace the responses that you receive.

1. “What Do You Think?”

Unfortunately, many managers dictate requirements and rules to their employees rather than create a dialog.

For example, they may tell an employee to conduct research and to prepare a report on a specific subject. An alternative would be to present the problem to the employee and to ask for their insight into how to address this situation.

By doing so, you empower your employees while also telling them that you value their opinions.

2. “Thank You for Your Hard Work”

Some managers feel that it goes without saying that hard work is appreciated. But many people need to hear these words. They want to know that their contributions are recognized and valued.

Simply telling an employee in private that their work on a project was instrumental can go a long way toward keeping that employee engaged and motivated.

3. “I Trust You”

Employees should feel empowered to tackle a task their own way.

When company culture creates a restrained, confined work environment, employees may not be able to work as efficiently as possible or to apply creative, outside-the-box thinking to their activities.

By creating a company culture that is based on trust and respect, you would be creating a team that is happy with their positions and that feel empowered.

4. “Don’t Worry About It”

Everyone makes mistakes. And each of your employees is bound to mess up a time or two over the years.

Employees often know that their actions or inaction had detrimental consequences. And the related stress that they feel can be overwhelming.

In some instances, they may feel so ashamed that they consider leaving the company. As a leader, it is essential you understand how your employees may be feeling. Diffuse the situation by talking about how you will work together as a team.

5. “What Can I Do to Be Better?”

Unfortunately, feedback in most companies is a one-way experience.

Managers give employees feedback on their performance. However, by asking your employees what you can do to improve in your own position, you are telling them that self-improvement and professional development is applicable to everyone.

You also indicate that you want to be a better leader to them and that you value their feedback.

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In addition to asking for feedback, keep the lines of communication open so that your employees know about the self-development efforts that you are taking.

This is an excellent way to lead by example.

6. “How Are You Doing?”

As a leader, you must actively monitor your team’s workload. When individuals feel overworked, stress can mount.

When you ask how they are doing regularly, you can determine if you need to assist with prioritization, reallocate projects, or take other important steps.

Be aware that some employees will not indicate that they are overwhelmed because they do not want to be negatively judged.

You may need to ask more in-depth questions to get better insight.

7. “Do You Want to Talk About It?”

In many work environments, managers provide employees with tasks to complete, and they expect employees to work independently to get their jobs done.

There may be minimal communication about how projects are going or how special situations may have impacted their work activities.

This question can get to the root of the situation, and it also delves into the area of how employees feel about an event.

While feelings may seem relatively unimportant from a managerial perspective, your employees’ feelings may be indicative of severe job dissatisfaction.

When you know how your employees feel about situations, you can take steps to alleviate negative feelings before they become an insurmountable obstacle that leads to a turnover and a poor work environment.

Becoming a Better Leader

You can see that each of these questions plays a significant role in the managerial experience.

They provide you with the knowledge that you need to be a better leader while also encouraging or motivating each employee in a different way.

Understand the impact that these and other comments or questions may have on your team, and start incorporating them into your regular communications with your employees. By doing so, you may see a stunning improvement in your employees and in your work environment.

How Do Great Leaders Help Their Employees?

If you have ideas you feel like sharing that might be helpful to readers, share them in the comments section below. Thanks!

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Jen McKenzie
Jen McKenzie is an independent business consultant from New York. She writes extensively on business, education and human resource topics. When Jennifer is not at her desk working, you can usually find her hiking or taking a road trip with her two dogs.
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