How to Ensure You Aren’t Taking Employees For Granted

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Isn’t it incredible that our top employees, the ones that we lean on the most, we often forget to recognize? We don’t even do it on purpose; those we count on, we often assume they don’t need reinforcement. Usually high performers will carry on without much frustration, but everyone deserves a pat on the back. Let’s perform a reality-check and review How to Ensure You Aren’t Taking Employees for Granted:

Reasons we don’t show appreciation for employees:

  • Employee doesn’t get excited when recognized
  • Performance improvement isn’t as strong as a leader wanted
  • A leader doesn’t value the employee in general
  • Employee’s performance is always excellent therefore it’s expected
  • Leader doesn’t get recognition themselves

How to guarantee appreciation:

  • Make it a priority to understand what is important to each employee so when they accomplish something important, you are celebrating with them
  • Even small wins are crucial to show appreciation for effort, positive reinforcement will help drive ongoing improvement
  • Everyone appreciates recognition and gratitude, even those who make it awkward; later on employees will feel valued and appreciated
  • Even when a leader doesn’t feel recognized themselves, taking it out on employees causes ongoing toxic environments
  • Never take high performing associates for granted, their success is greatly due to challenge and reward – never forget to admire their accomplishments

Ensure your teams are getting proper opportunity to reflect on their own accomplishments. Get to know your teams and what motivates them. Understanding how your team feels and operates equips you to make them feel valued. The perception that a leader doesn’t celebrate is not a good reputation to have. Reach out to your employees and make sure you are showing them how much you care.

Develop daily,

Michael Dooley

leaderdevelopmentblog.com
T-https://twitter.com/MdooleyBlog
F-https://www.facebook.com/leaderdevelopmentblog
 Question: what have you done to show appreciation for your employees?

5 Traits of a Selfish Leader

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I wanted to stretch our understanding of what it looks like to be a selfish leader. Most of us can identify the obvious behaviors of selfish people, but I wanted to stick with the selfish business practices alone. Review the following 5 Traits of a Selfish Leader:

  1. Takes all the credit: leaders that constantly steal the glory of team member’s success. This is a dangerous and foolish error on a leader’s part because it demolishes trust and will prevent future collaboration and employee effort.
  2. Sabotages promotions for personal gain: even when employees are developed and ready to be shipped on to their next challenge leaders can find reasons to selfishly hold them back. Everyone has opportunities to grow, but leveraging strengths rather than finding minute problems will maximize employee’s development and career. It’s a leader’s responsibility to promote employees when they’re ready, and not hold them back due to selfish gains.
  3. Hoards best practices: leaders that learn best practices and refuse to share will often find themselves in quick wins yet guaranteed loss. Sharing with others is a way to show unselfish collaboration and care for other employees. The competitive edge in business is far less impacting than the willingness to help others win.
  4. Avoids flexibility: each manager must balance their tolerance and ability to show flexibility. When leaders become so fixated on policy they lose their sense of empathy, employees lose their connection to their leader. There is a fine line, but when an employee truly needs flexibility once in a while, try to accommodate and show you care.
  5. Avoids other’s views: the most common use of selfishness in business is anti-collaboration. When those who view things differently get shunned from discussion, a leader shows their inability to gain additional perspective. Teamwork and inclusion of other’s opinions are incredibly important to consider in order to grow diverse and powerful teams.

Selfishness is off-putting and often difficult to self-diagnose. Often we justify the behaviors mentioned above for ridiculous reasons that mean nothing to our teams. Try to analyze your previous interactions and decisions of the current quarter and determine if you are guilty of these traits of a selfish leader. Partner with those who might not be like you, and focus on developing daily.

Michael Dooley 

leaderdevelopmentblog.com
T-https://twitter.com/MdooleyBlog
F-https://www.facebook.com/leaderdevelopmentblog
 
Question: What other traits do selfish leaders demonstrate? 

20 Distinctions between a Follower and a Disengaged Employee

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There are so many endless articles about leadership development and excellence, but what about the follower? Without a strong group of followers a leader has nothing. There are major difference between disengaged employees and followers. Followers show up daily and support the vision of the enterprise, while disengaged employees might choose to show up solely for a paycheck. This article is a tribute to followers, and a pulse-check for leaders who forget that followers make a choice each day to support their vision. Here are the 20 Distinctions between a Follower and a disengaged Employee:

20 Distinctions between a Follower and a disengaged Employee

Disengaged Employees

Followers

Figures out what they can get away with.

Learns how to maximize downtime.

Avoids networking with team members.

Understands a team is crucial to success.

Questions to vent frustration.

Questions to challenge and gain understanding.

Redirects opportunities and avoids ownership.

Owns opportunities and improves contribution.

Believes development is compliance.

Knows development is the key to their future.

Feels paychecks are for the hours they put in.

Feels paychecks are receipts of hard work.

Finds ways to avoid corrective action.

Performs to avoid corrective action.

Invents their own metrics of success.

Follows the company’s metrics of success.

Thinks change brings inconvenience.

Thinks change brings evolution.

Completes tasks for compliance.

Completes tasks for contribution.

Views leadership as authority alone.

Views leadership as authority and support.

Views policy as imprisonment.

Views policy as responsible guidelines.

Believes their voice is for conflict.

Believes their voice is for collaboration.

Hears feedback as a threat.

Hears feedback as a gift.

Seeks fault when things get difficult.

Supplies help when things get difficult.

Represents the company as a separate entity.

Represents the company as a part of themselves.

Finds ways to get through work.

Incorporates hobbies, and dreams into work.

Views morale as a leadership problem.

Views morale as a challenge for everyone.

Uses the past to avoid the future.

Learns from the past to enhance the future.

Views top performers as cheaters.

Are top performers.

 

I must clarify that these are just a few distinctions between disengaged employees and followers. Additionally, this list is to identify behaviors of employees and to seek understanding. Many times disengaged employees have strong motives behind their behaviors, and you should be enthusiastic to change and develop these behaviors.

Show appreciation for the followers you have, and find ways to engage other employees. It’s crucial to understand that there are some employees that you will simply never gain their buy-in from. Partner with other leaders and human resources and make quality decisions on the future of your team.

Develop daily,

Michael Dooley

leaderdevelopmentblog.com
T-https://twitter.com/MdooleyBlog
F-https://www.facebook.com/leaderdevelopmentblog
 Question: What are some reasons behind disengaged employees?