How to Lead Your Employees

The resume is a candidate’s calling card, and tasks are inevitably determined on the employee’s skill set and strengths, however promotions are offered on the basis of how well the employee manages a team or assignment. So in essence, a manager looks for managerial qualities. These scenarios convey withheld judgement, and the oversight is compromised, because employees are real people whose identities are not limited to their role in the workplace.

Yet most leaders do not look beyond what is perceived necessary. The inactive traits and motives that are not displayed from 9 to 5 are actually the prime sources of productivity for an employee. Their mindset is what generated a worthy professional experience and resume to get hired in the first place. 

In order to really unlock that side of an employee, you must not assess the superficial personality that consists of quintessential social quirks and limitations or basic enthusiasm. Focus on an employee’s functional traits that power their organizational skills and labor methods. How do they manage their day to day operations? Do they make lists? Are they meticulous? Do they depend on flextime (as mentioned in our last blog)? Learn about how they communicate. For example, are they reserved and prefer emails and memos? Which one of them is confrontational? And lastly. Dig deep to find their source of energy.

This is your employee’s through and through and thorough comprehension of personality. To know where they harness their power allows you to direct your employee accordingly as opposed to just providing assignments that correlate to the skills listed on a piece of paper. Let’s not use outdated methods anymore, let’s actually build your company/business on reliability and communication to incorporate a fulfilling experience at work.

It is important to know the personality type of your employee, because who they are and what their preferences are beyond the workplace determines how one behaves at work. One way to acquire a decent understanding is through the lens of a child. A group of classmates are provided the same set of rules and goals while also receiving similar assessments to gauge the level of comprehension.

Our world is progressing so rapidly that even school systems are opting out of basic, preliminary methods to judge a child’s efficiency per subject. So in this scenario, one child may excel because they are an auditory learner and often lessons are verbally communicated. Another child may fail, because they are kinesthetic learners. You see, one child is different from the next. That does not mean one is more and the other is less, it just means you need to do your job better, frankly!

The hard truth is that a leader is responsible for the success of its staff, and it doesn’t come with orthodox methods of training and assigning and bearing consequential expectations upon your employee for the unhealthy sake of pressure. It comes with mindfulness.

Another easy example is the common extrovert and introvert. What are the introverts' reservations? Can they function as efficiently in a public setting? Can an extrovert excel in solitude? Two opposites, if understood, can only do better and be better, but if neglected either are bound to actuate failure.

Conclusion

HRMatrix is in the business of creating functional environments that benefit not only the employer, but the employee as well. Understanding and communicating are the number one methods to inspire productivity. So get out there and get cracking, because success is knocking at your door!



ABOUT THE AUTHOR

ZAINAB RAZA

HR Manager with 20 years of Experience.