At the beginning of their career, many leaders believe that to reach a goal they have to control every part of the process so as not to allow room for error.
Some of them, however, learn over time that those who refuse to allow their employees to use their own ability and discipline to complete a task are refusing thousands of possibilities for personal and professional growth.
These are some tips to boost the development of your employees, increase their productivity level and personal development.
1. Talk to your team
Talking with your collaborators and being open to listening is, definitely, the first step to implement actions that allow them to feel comfortable in their workplace and be more productive.
When the company you work for is too big, the important role of technology enters, opening group chat or collaborative documents can be an excellent tool to achieve it, and also in real time!
Create processes that allow increasing autonomy among colleagues in the same workplace. This is extremely important, as employees will feel much more committed and confident. Remember that they are your first brand ambassadors, so a low satisfaction rate can translate into a similar level among consumers.
2. Train them to make decisions
Your collaborators should be able to quantify what they are offering to the client and understand what levels of the company would be affected by their decisions so that they can take them much more wisely. This can only be achieved with absolute transparency about the current situation of the organization.
Engaged people seek to do an excellent job and want to be able to correct problems without having to go through a long bureaucratic process. By giving power and autonomy to your team, customer satisfaction is multiplied and perception is positively transformed.
Related: 8 tips to improve working hours
3. Trust them
Sounds logical, but the reality is that very few bosses really do. Once you have trained your team properly you will need to trust that they will make the best decisions for the well-being of the organization and customers.
Trusting your team also means trusting your hiring practices and training programs. After all, it was you who hired these experts to perform certain tasks and taught them the peculiarities necessary to adapt to the company.
4. Forget control, prefer tutoring
Building a solid organizational culture is not quick or easy. Changing the control structure of an organization is a long-term strategy that needs a consistent vision. Many will ask: in a scheme of empowered collaborators, what is the role of the leader?
More than a boss, the leader in this scheme becomes an important counselor who offers support and even mentoring to his collaborators and focuses on his behavior rather than his results. Managers are always measuring a person’s tangible deliverables, but mentors often focus on the how and why of each decision.
When people feel capable, the pleasure for work grows exponentially, and so does the feeling of control of their careers. Watch what happens when you give up part of your power, you will surely be positively surprised with the results!