Are You an Engaged Boss?

Oct 16 08:00 2011 Angela Huffmon Print This Article

Employees are not the only members of an organization that need to be engaged.  It's just as important that we discuss the virtues of being an engaged boss.  Non-engaged managers create toxic work environments.  Engaged bosses exhibit these eight traits which are crucial for their employees to be successful.

We are used to talking about engaged employees.  However,Guest Posting it’s just as important that we discuss the virtues of being an engaged boss.  When managers are disengaged it breeds a toxic work environment.  Your willingness to be actively involved with your staff will have a positive effect on them, the office environment and your company.

Employee Success

According to a Gallup Management Journal survey, engaged employees believe a positive relationship with their boss is crucial to their success at work.  If you happen to manage a sales team, then developing a strong supportive bond with each member of your team may result in more sales.  This revelation goes farther than that, as an engaged manager, you have an impact on all the projects your team produces.  Being an engaged boss means taking an active role in ensuring that your employees have what they need to be successful.

Employee Longevity

Employees who feel their boss cares about them are more likely to stay with their organizations longer.  If your team is suffering from high turnover, you may need to be more active in showing them you care.  An engaged boss isn’t only concerned about the bottom-line, but is also concerned about the staff.  Showing you care will cause your employees to want to remain in the environment.  Research has shown that when employees are happy with their bosses they are 17% more likely to believe they will still be with the company in one year.  In contrast, when employees are unhappy with their managers they are 37% more likely to believe they will leave the company within the year.

Employees Recommend Your Company

Employees who have engaged bosses are 40% more likely to recommend their companies to friends and families.  In an ideal world friends and families of an employee should be automatic customers for the employee’s company.  When companies make sure their employees are happy, they benefit by obtaining business without the price of advertising.  This means that when a manager is engaged with their employees they directly impact the number of sales that company makes.

Eight Traits of an Engaged Boss

1.       You should have the ability to anticipate the needs of your staff and supply them with the necessary resources.

2.       You need to be responsive to your employees.  When your employees have questions, you need to respond to them with answers in a timely manner.

3.       You need to make yourself available to your employees.  If you are often unavailable, you will be perceived as uncaring of staff.

4.       Be conscientious to communicate frequent feedback, good and bad.  Your employees want to do a good job.  Your feedback gives them the tools they need to be successful.

5.       Be patient with your employees especially when they are given a new assignment.  Understand that mistakes may happen.  However, your due diligence to give accurate instructions can help prevent most mistakes.  Remember that every employee needs to be able to feel challenged from time to time. 

6.       Don’t micromanage your employees.  That implies a lack of trust.  The best way to build a good relationship with your employees is by showing you trust in their work ethics.

7.       Actively resolve conflicts when problems arise among your team.  This will send the message that you want the team to work together.  Integrate teambuilding activities regularly in meetings to foster a greater sense of cohesiveness.

Be decisive.  Your ability to make good decisions will build confidence from your employees.

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About Article Author

Angela Huffmon
Angela Huffmon

Angela Huffmon is a keynote speaker and corporate trainer.  She helps managers have better relationships with their employees.  She also speaks to groups of managers helping them solve their 3 biggest problems, employee retention, productivity, and manager employee communication.

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