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What are your employees up to? What are they doing right now, and what are they hoping to accomplish in the future? If you can choose a given employee and answer this question with ease, that\u2019s a good sign you\u2019re on the path to effective leadership. On the other hand, if you aren\u2019t sure what that specific employee is trying to accomplish for the company, and you don\u2019t know exactly where she plans to take her career in the future, now might be a good time to find out. Here\u2019s why.<\/p>\n
Good leadership and successful management both start with relationships. Think of your employee as a peer and colleague for a moment, not just as a responsibility, a mentee or an underling. If you show a genuine interest in getting to know her as a person or supporting her career simply because you respect her and care about her future, this will come through in the things you say and do. And since respect breeds respect, chances are she\u2019ll show more interest in your approval and she\u2019ll be willing to work harder for you simply because you\u2019re you.<\/p>\n
Your employee works hard at his job because you\u2019re paying him, but he also has goals and ambitions that may fall outside this job and have little to do with the company\u2019s immediate priorities. But he may see something in his own future\u2014for example, leadership, new programming skills, entrepreneurial independence, artistic development, etc.\u2014that might work to the company\u2019s benefit. Find out what he expects from himself; supporting him might support both of you.<\/p>\n
There\u2019s no need to hover over your employee\u2019s every move (in fact, micromanagement is not usually an effective leadership strategy), but you should know what your teams are up to. Arrange regular check-ins that last a minute or two and know exactly what questions to ask. For example, not \u201cHey, what are you working on these days?\u201d but instead, \u201cHow is the XYZ report coming along? Did you get the missing data that we needed? What can I do to help?\u201d If your check-ins are too widely spaced, you may be letting your teams burn energy and time by traveling too far in the wrong direction. Stay close enough to provide guidance without taking away your employees\u2019 sense of agency and initiative.<\/p>\n