He made us cringe on a weekly basis, but what would it actually be like to work for a leader like Michael Scott? It isn’t a far leap to imagine what it would be like to face an environment similar to the Dunder Mifflin office. Most of us would probably be rather unhappy and maybe even uncomfortable.
So, if poor or weak leadership results in employee disengagement, does good leadership produce employee engagement? It can, and it can also strengthen an already engaged workforce. And an engaged workforce is vital to a successful company, according to 71% of business executives.
What is Leadership
The Oxford dictionary defines leadership as “the action of leading a group of people or an organization.”
However, we hate using the root word as part of a definition, so let’s try our own definition. How about: “one’s ability to propel others toward a unified goal, make complex decisions, and act in the best interest of the group”?
Company leaders hold a great deal of influence, for better or worse. They can often be the lever that determines whether a company does well or not. Of course, not everything is within their control; but often, they are tasked with trying to get it back under their control.
Positive Leadership Traits
Some qualities are invaluable for a business leader to thrive and positively impact their environment. These are some characteristics that add up to a highly effective manager and produce a positive work environment.
For example, you might be surprised how far a good attitude can take you. A positive, upbeat outlook can be infectious, just like a bad mood can bring everybody down. A leader radiating positivity can inspire others around them to see things in a more rosy light.
Another valuable leadership trait is taking responsibility. Don’t you just hate it when something goes wrong, and you only hear people making excuses for why it did, or worse, blaming others? When a leader is willing to have ownership over operations, employees are less likely to feel stressed when something goes wrong. It’s nerve-wracking to worry that you will be blamed for something, isn’t it?
Another important part of leadership is proper delegation skills. A good leader understands how to dole out the work, so it keeps the process even. A few specific people aren’t overburdened by a workload, while others simply skate by. Good delegation skills also shows employees that you think they’re worthy of the job and capable of handling the work you give them. It’s a morale booster that can make your team feel valued and respected. That’s a powerful tool in keeping your staff motivated.
How Good Leaders Can Promote Employee Engagement
So, what can you do, as a business leader, to inspire employee engagement? First, it’s essential, especially these days, to have a plan to keep your employees invested in their work and the company. Unfortunately, 60% of employees don’t believe their workplace has an employee engagement strategy; it’s up to you to show them otherwise!
Cultivate Trust
Trust is at the core of any effective, functional relationship. Without it, there can’t be any respect between both parties. An employee/manager relationship can affect how an employee performs.
Part of building a trusting relationship is consistency. Your approach to leadership and to the work your team is doing must not vary from day to day or even between different employees. When workers see different sides to their leader, changing back and forth, they don’t feel safe that they won’t one day get on the wrong side of their manager.
However, a steady and unvarying leader who treats all employees the same and doesn’t alter their way of doing things will foster confidence in their team. In addition, the employees will rest assured that their leader has their back.
Clear Communication
Don’t leave your employees guessing about things! Be loud and proud about what your goals are for the team and what company goals are. And don’t just say
what
the goals are, but give details and specifics. Share the
how,
who, and
when
of the objectives.
Is the company making a change to something? Give your employees details; tell them why. The more looped-in staff feels, the more invested they’ll be. Understanding what is happening around you is immensely helpful so that you can get on board with new approaches.
And remember, communication is a two-way street. Be receptive to employee comments. They need to feel heard to feel valued. Jane McConnell
found in a recent survey
that employees are more likely to engage actively in their work when they feel listened to and that their opinions matter. So, seek their feedback, even when you’re afraid of what they might tell you. Learn
Be Inclusive
People can’t engage in their surroundings if they don’t feel they belong there. It’s simple human nature and occurs in all areas of life.
Feeling excluded makes people highly uncomfortable. Exclusion creates tension and discomfort, not only for the unincluded employees. Other staff can sense it, too, making them feel awkward when they see one of their peers being treated differently.
Remember how Michael Scott used to single out Merideth and Toby? He treated them differently from the rest of the Dunder Mifflin employees, making them clearly uneasy at times. Poor Toby could barely perform his job because of it!
Practice Servant Leadership
One of the most effective ways to get the best performance from your employees is by putting them first. This requires making your team, not you, the priority. 89% of effective leadership results from supporting employees, so it’s crucial.
Putting the needs of your employees, or giving them the glory and credit for department successes, shows them you’ve got their back. They know you’ll take care of them, and they’ll repay you with loyalty. And part of that is wanting to do a good job for you.
Except for the few employees Michael Scott ostracized, this was one of his few strengths as company manager. He clearly cared deeply about his employees and knew them well. And when he demonstrated that to them, they responded in kind and became more invested in their task.
Wrapping Up
Employee disengagement isn’t solely a leadership problem but can often stem from poor or misguided management. If employees are becoming disengaged, it’s worthwhile to consider what tweaks you can make to your management style. There may be adjustments you can make that will bring them back into the fold, but the most practical approaches come down to strengthening your relationship with your employees.
