10 Questions to Discover if You Are Meant to Lead People
Marcel Schwantes
Igniting humane leadership to boost retention, productivity, and profits. Deep ideas and strategies for people leaders to create business impact.
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Most people think the best way to make employees happy and motivated is by giving them more perks, bonuses, or pay raises. But that's not always true. If employees are not invested in their work or feel emotionally connected, these incentives might not work. In other words, if they're not genuinely excited about what they're doing, just giving them more money or benefits won't make them happier or more productive.
To truly motivate, take a tip from this definition of employee engagement from an employee whom I interviewed at a client company:
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 ?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 is 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 to Ask
So, how do you think your employees feel about their work? To self-diagnose your leadership skills and your employees' commitment to the job and to you as their boss, I've picked out ten questions you should ask yourself:
1. Do people believe that I want to hear their ideas?
2. Do my employees understand how their daily work helps accomplish the organization's goals?
3. Do others follow my requests because they "want to," as opposed to because they "have to"?
4. Do employees communicate their ideas and vision for the organization when I am around?
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5. Do I frequently acknowledge and recognize each employee for his or her contribution -- in ways that matter most to each?
6. Do I regularly offer career path guidance to my people?
7. Do employees have the opportunity to do what they do best every day?
8. At work, do people's opinions seem to count?
9. Do I regularly talk to my employees?about their progress?
10. Do I help build confidence in my employees by communicating how their work matters?
Your turn: Do you believe emotions (how people feel) drive their performance at work? And do leaders play a role in that? Leave a comment, and let's learn from each other.
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About Marcel Schwantes
Marcel Schwantes is a leadership coach and global speaker whose keynotes and workshops spotlight the human side of work. He's been recognized as one of the "Top 101 Global Employee Engagement & Experience Influencers" by Inspiring Workplaces. His work is regularly featured in?media outlets worldwide, including Inc., Business Insider, Fast Company, and CNBC.
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Executive Consultant, Member BOD of OXIO Health, Inc., | Healthcare Executive, AI Futurist | AI-Healthcare Inventor, Innovator and Entrepreneur | Re-Engineering Diverse Technologies | Supply Chain Experience
1 年Leaders MUST DEMONSTRATE COMMITMENT to the TEAM & to the Vision!
Sales Professional / Retail Consultant / Product Sourcing Specialist / Category Management / Business Strategist
1 年Absolutely, emotions play a crucial role in driving performance at work. When employees feel emotionally connected to their work, their manager, and the organization's goals and vision, they are more likely to be motivated, engaged, and willing to go above and beyond. As leaders, it's our responsibility to foster an environment where employees feel valued, heard, and supported. By cultivating emotional commitment and providing opportunities for growth and recognition, we can unlock the full potential of our teams. Its always worked for me.
Sales Director @ SunSync Solutions | Sales, Solar Project Solutions
1 年I absolutely believe emotions drive performance. When employees feel good and feel respected in their respective work place they are going to be driven to do more.
Retention Expert | Leadership Coach | Creator of Leadership Advance: The Un-Retreat for People-Centered Leaders | Retain top talent & attract the best | Passionate about work-life balance & making every game count!
1 年Great article, Marcel Schwantes! Might I add an 11th question? Do my employees know that I care about them - not just as employees, but as people too? As leaders, we sometimes forget this piece in the drive for results. Enjoyed reading this, as I do all of your articles, my friend!