What do you do if your employees lack confidence in the workplace?

In my experience, the first signs of low confidence are: people not speaking up in meetings, reluctance to take on new challenges, or self-doubt in decision-making. These are the first signs. The sources of the low confidence usually are: 1. Lack of clear goals or expectations 2. Inadequate training or skills development 3. No leaders around 4. Negative feedback or criticism 5. Perceived biases or discrimination 6. Workload or time pressures My only advice is to be a leader and start having one-to-one meetings with employees to understand their specific challenges and concerns. Guide them to help you find the root cause by asking open-ended questions and actively listening to employees' perspectives.

Primeiramente, promova uma cultura de transparência e comunica??o aberta, onde os funcionários se sintam confortáveis para expressar suas preocupa??es e feedback de forma honesta. . Além disso, demonstre lideran?a autêntica e consistente, mantendo suas promessas e sendo um exemplo de integridade e ética no trabalho. Ofere?a oportunidades de desenvolvimento profissional e reconhecimento por conquistas para mostrar aos funcionários que suas contribui??es s?o valorizadas e que há oportunidades de crescimento dentro da organiza??o. Por fim, esteja aberto a implementar mudan?as com base no feedback dos funcionários para melhorar a confian?a e o engajamento no local de trabalho.

Take the time to understand why employees lack confidence. Is it due to lack of skills or training, unclear expectations, poor feedback, workplace culture, personal issues, or something else? Identifying the root causes will help you develop targeted solutions.

Not just provide constructive feedback! Ensure that during this session you ensure they realize that you are a mentor first and there to help them grow. Every member of an organization deserves to have a mentor. A mentor should provide both progress updates, career development, and constructive feedback sessions.

Provide regular feedback to employees on their performance, focusing on both strengths and areas for improvement. Be specific, constructive, and supportive in your feedback, and offer guidance on how they can grow and develop.

In my experience, assigning challenging yet achievable tasks is an effective way to encourage learning and growth. For example, if there is an interest in developing their leadership skills, encourage them to lead a project or initiative within the team. Provide clear expectations, objectives, and deadlines, but also offer supportive guidance and feedback along the way. New responsibilities and navigating challenges, helps to develop skills, confidence, and problem-solving abilities. Implementing structured training & development programs, providing the resources and support helps them to grow and succeed in their roles. Coaching or mentoring opportunities help to provide personalized guidance and support.

I’ll like to remind us that confidence is contagious, by embodying confidence and positivity, we inspire others to do same. These few tips can help us achieve that; ? Leading by example ?Encourage risk-taking ?Offer praise, recognition/acknowledgement ?Provide support and resources ?Encourage a collaborative environment

Pair them up with a coach outside of the organisaiton that can help them discover their strenghts and get an objective view on their work.

Ever tried 'Fail Forward Friday'? We share professional setbacks and lessons learned in a supportive setting. It's not about failure but growth, transforming vulnerabilities into empowerment. It boosts confidence and fosters a culture of continuous learning. Surprisingly effective in confidence growth!

Provide or guide your mentee to resources, training, and support they need to succeed in their roles and building confidence in their actions. Build trust by being transparent, fair, constructive and consistent in your feedback. Trust allows your mentee to have a safe space to discuss their fears and work toward eliminating them to thrive.