Been in a few leadership seminars, and the oft-repeated terms reminded me of the article from a few years back, so decided to share it again. (originally published in March 2016).
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Use the 3 E's to answer this question; perhaps a better measure than (or in addition to) the usual promotions, team size, numbers, etc.
- Empower your employees (go do it!) – set clear goals and expectations, but don’t stymie free thinking. Establish the culture where managers can think freely and are “empowered” to make decisions that move the project forward.
- Enable your employees (provide the required resources!) – get down from the “I know all” pedestal and learn about the daily struggles of a manager in balancing deliverables and getting projects prioritized for delivery. Then make sure to provide the required resources and/or remove the organizational hurdles to “enable” employee success.
- Engage your employees (give a pat on the back more often!). Employees are more engaged when they are recognized. But, do it on a regular basis, not just once a year. Even the small achievements should be called out at weekly reviews or other team gatherings. It will go a long way in keeping them motivated and “engaged” towards the company’s success.
Just like the other assets within the company, employees also need nurturing, albeit with a human touch!
