The art of sincere appreciation is rarely exhibited in the workplace today. In fact, studies have shown that only 10% of people make the expression of gratitude a daily habit at the office; and 60% rarely or never express appreciation at all. What has been the result of this lack of appreciation in the professional world? Low job satisfaction, high turnover rates, reduced productivity, and increased stress.
Today's workforce is rapidly evolving, with more workers than ever working remotely. Increasing globalization, changing technology, and emerging markets all contribute to the growth of remote working. According to a recent study released by IWG, 70% of employees now work remotely at least one day per week. More than half of employees work remotely the majority of the week. The world's best managers have responded to these changes by expanding their skill sets to adapt to the needs of remote workers. Below is a look at the top eight leadership skills for managing remote employees.
Organizations shouldn't make the mistake of assuming their leadership is effective at training employees just because they're proficient with other managerial tasks. Their lack of training skills may be costing organizations in terms of lowered productivity, higher employee turnover, workflow mistakes, and other avoidable issues. In an effort to explain, let's examine the overall cost of not training leaders how to train.
Great leaders arrive at places of power because, at least in part, of their keen sense of observation. They've noticed what works, what doesn't, and what moves the needle for their teams. When you want to become this kind of thoughtful, experienced leader, self-reflection has to be a part of your daily, weekly, monthly, and yearly routines.
Part one of this topic examined the main reasons for employee turnover and how much it's costing organizations; it also concluded the root problem was poor leadership and briefly touched on how improving leadership will improve employee retention. Let's continue this discussion by elaborating on how effective leadership positively affects an organization and improves employee retention, as well as how to acquire these types of leaders.
Effective business leaders don't stand still. They continually learn, looking for new and better ways to help their organization get ahead.
Companies typically want the same things their employees want: a stable work environment, a well-defined career path, and the opportunity to make a difference. And while it's normal for some employees to move on to new opportunities or to eventually retire, companies generally plan for this workforce attrition by following an established hiring plan. But what happens when new employees decide to leave soon after they're hired, and long-time employees start to pack their bags, too? This trend may point to a more serious issue: a high employee turnover rate.
Quite often, those hired for leadership positions are skilled professionals with minimal leadership training. While many promoted to leadership positions demonstrate they have leadership potential, far too few are provided with the tools needed to improve their leadership skills and hone their craft.
Leaders have the ability to dictate an organization's future prosperity. Effective leaders can transform an organization by motivating people and serving as a mentor for others. They also help organizations remain focused on goals in the midst of volatile circumstances.
Not long ago, employers relied on a list of job skills and previous work history to assess the qualifications of those considered for positions of leadership. An organization's leadership training programs were often reserved for those who showed a degree of natural ability. Today, the criteria for determining effective leadership skills has changed. Many employers are assessing their candidates on their level of emotional intelligence.