The success of the employees depends on the degree and direction in which it develops, when there is communication between the bosses and those who work under their supervision.
To generate a positive impact on employees, create a good work environment and have favorable consequences on their performance,
8 things that you should tell your employees in the daily reviews.
1. “This is what I want you to do”
Instead of dedicating yourself to distributing orders without any explanation, for the stability of the team and its union, framing your requests in clear objectives that reflect the transparent interests of the company.
Being a good leader means that you are able to motivate your employees, breaking the monotony to transform the daily work into great objectives that they will develop creatively to fulfill the proposals.
2. “I am available to answer your questions”
Most people had a boss who they did not dare to consult for fear of rejection. Being distant with the team will only make you comment on errors that could have been avoided with a simple clarification. In short, you will add more work and you will keep the staff away.
An open-door policy guarantees communication, which improves productivity because each team member knows their task perfectly as well as the ways in which they should be developed.
3. “I trust you” “
When a boss does not believe in the skills of his employees and applies micromanagement to ensure that they are fulfilling their task properly, we can not only interrupt the work of others but we cannot achieve the opposite effect.
A good leader chooses the right employees whose performance does not require constant supervision, but can carry out their tasks by taking responsibility for each step. I exercised self-control, trust your employees and transmit it; This way you will get better results.
4. “We are going to push your strengths”
It is usually thought that people are interchangeable, and any employee can do the work of another. However, we all have unique talents and generally feel more comfortable doing one task instead of another.
Considering that each employee has special abilities, enhances their strengths by giving them opportunities to develop them. It is important to treat people as individuals instead of considering them as dispensable, because in this way you will reinforce your leadership allowing everyone to do what best suits them.
5. “How can I support you in this?”
Personnel turnover could be reduced by deploying a prevention plan that implies the involvement with the employee’s tasks. It must differentiate between micromanagement and backup, since one exerts pressure that hinders performance and the other favors success in the results.
Ask directly if there is anything that is within your reach to facilitate the work of the staff, the employees will thank you while improving their productivity for the company. The leader must contribute to the employee’s job while he is with him and make sure that the impact continues during his absence.
6. “What do you think about it?”
The management of the ego is a great differentiator between good leaders and those who do not know how to exercise their authority. Allowing employees to give their opinion about a decision you made – if it is relevant – is a way to show your trust in them.
In addition, when it comes to innovation, it is necessary to receive contributions from different people who offer alternatives. It could happen that the inspiration or the solution to a problem that you have occupied your mind for days, come from the least expected place.
7. “How can we improve this next time?”
The mistakes in the performance can be due to a wrong decision from the leadership or to a new task that the employees had never done. Learning from them is the only way to avoid their repetition, even when it comes to an election that is entirely on your own.
In the event that the error is exclusively of the employee, explain how the task should have been done so that its execution was perfect. Punishing it only fosters fear and insecurity, so the lesson will not be clear, so the mistake could be repeated.
8. “Good job”
The employees want to know if they are doing their job well. Praising a person for the quality of their performance will not only help maintain the level but also increase the efficiency of the company or organization and infect their colleagues.