This article was translated from our Spanish edition using AI technologies. Errors may occur due to this process. Opinions expressed by entrepreneur Contributors are their own.
As a leader, you’ve probably had to choose between achieving the company’s goals or thinking about the well-being of the team. The reality is that getting to this point is a mistake; Both are crucial for comprehensive management. It is necessary to find a balance where the well-being of employees in the fulfillment of tasks is never forgotten for any reason.
The arrival of the COVID-19 pandemic forced companies to establish a new way of conducting their activities. Remote work in particular has given a complete turn to the processes to achieve the fulfillment of the goals set by the companies that have been achieved Focus more on achieving specific tasks and goals with well defined deadlines and run the risk of downplaying the importance of employee well-being and happiness.
This means new challenges for managers. The need for constant monitoring, almost without losing sight of the progress of the set goals, has become an impossible task that can be pushed aside, since the success and growth of the company depends on the achievement of the goals. At the same time, almost a fifth coordinate hybrid work teams (19%) of employees wanting to work fully remotely can lead leaders to make the mistake of forgetting that they are leading people before they are the one accountable for meeting goals.
At this point, you need to rethink the leadership model you are implementing and analyze whether you are actually succeeding in balancing goal achievement with team well-being.
Why leaders shouldn’t just focus on getting things done
Of course, goals are crucial in any strategy, but people-centric leadership has shown better results in achieving goals an organization.
Goals are achieved, but when the process involves pressure and confrontation, damage occurs at the organizational level. The wrong management style can lead to many problems not only for companies, but for everyone involved. These include low motivation, reduced productivity, disharmony in teams, high turnover and the loss of high-quality talent.
People-centric leadership is on a mission to build valuable relationships with your employees that strengthen teams and foster a more productive work environment.
Nowadays, people are more likely to find new job opportunities thanks to remote work. So if they don’t feel valued or see themselves as a victim of poor leadership, they will immediately start reconsidering changing companies. Recognizing and rewarding their achievements, recognizing and understanding their needs Being interested in knowing their emotions and ensuring their sanity is a fundamental part of attractive leadership.
For companies, implementing a people-centric leadership model not only allows them to build strong and lasting relationships with their employees, but also improve the quality of their services and unlock new levels of meaningful experiences for customers.
Qualities of a more human leader
Being a leader is not easy. In addition to being responsible for leading other people and ensuring good results for the organization, it is a role that needs to be constantly developed without neglecting details.
Guarantee staff compensation is the first quality that a leader who is willing to uplift his fellow workers must have. It is really difficult for a person with a mental and emotional imbalance to lead employees to personal and collective success. Although it is normal that as human beings we eventually fall into the aftermath of the frustration and stress of a fast-paced and responsible life, it is necessary to pay attention to even the smallest of details and speak up when necessary in order to search from that point of balance. Managers also need support to be a real role model.
On the other hand, today’s leaders, like companies, need to excel flexibility . The pandemic has taught us the importance of being prepared for immediate change, a quality that cannot be lacking in modern leadership. The ability to make adjustments when needed, whether to avoid challenges that could impact the business or to advance opportunities for growth, makes decisions that can come with the constant movements of a fast-paced industry.
trust is also fundamental within a people-centric leadership plan. At this point, leaders must work to build trust with employees. If possible, they should be allowed to create their own work schedules where they can do the best they can, whether working from home or the office, and as a balance point find the best way to measure the achievement of goals.
Just as a leader must find and seek support when they need to be heard, so must this be the pillar of support when they need to be heard Listen to employees. There are thousands of cases of brilliant employees who suddenly saw their productivity and effectiveness reduced, including a bad manager. A well-established action plan is necessary for such cases, as it is not always due to a bad attitude on the part of the employee. While it was previously thought that leaders shouldn’t get too close to employees’ private lives, the pandemic has shown that many employees need spaces to express their feelings.
With the proliferation of personal crises, illnesses, divorces, and other situations that touch everyone emotionally, the support of a good leader can be crucial to finding your bearings again. Even if they just need a time when they need help finding more challenges at work, a more humane leader can prevent churn.
Finally, that example is the key. No matter how good leadership policies you put in place, if the leader doesn’t set the best example for employees, productivity can drop. Leading by example is undoubtedly a quality that cannot be lacking in a leader who can influence and inspire others.
(About the author: Julian Tabares is the editor of the social geek Side? site)