This article has been translated from our Spanish version using AI technology. There may be errors in this process. Expressed opinions Entrepreneur Contributors are their own.
As a leader, you probably have to choose between achieving company objectives or thinking about the well-being of the team. The reality is that it is a mistake to get to this point; Both are crucial in comprehensive management. It is necessary to find a balance so that the well-being of the collaborators in the process of getting things done is never forgotten for any reason.
The advent of the COVID-19 epidemic has forced companies to establish a new way of conducting their operations. Remote tasks in particular have completely diverted the process of fulfilling the objectives set by companies, which has come to focus more on specific tasks and achieving specific goals. Deadline Employees are at risk of downplaying the importance of well-being and satisfaction.
For leaders, this represents a new challenge. It has become an impossible task to set aside the need for almost continuous monitoring without losing sight of the progress of the established goals, as the success and growth of the company depends on the achievement of the goals. At the same time, coordinating a hybrid work team with about one-fifth (19%) of employees who want to work completely remotely can lead leaders to make the mistake that you are leading, before being responsible for achieving the goals. People
This is when you need to rethink the leadership model you are implementing and analyze whether you are actually managing to balance goals with the well-being of the team.
Why shouldn’t leaders just focus on getting things done?
Of course, goals are vital in any strategy, however, people-oriented leadership has shown better results in achieving the objectives of an organization.
While goals are being achieved, if this process involves stress and conflict, the result is a loss at the organizational level. Wrong leadership style can cause many problems not only for the company but also for everyone involved. These include low motivation, reduced productivity, team inequality, high turnover and loss of quality talent.
People-based leadership is on a mission to build valuable relationships with your employees, which strengthens teams and creates a more productive work environment.
Today, people are more likely to find new job opportunities for remote work, so if they do not feel valued or feel the wrong leadership style, they will immediately start reconsidering the changes in the company. Recognizing and rewarding their accomplishments, identifying and understanding their needs Being interested in knowing their emotions and ensuring their mental health is a fundamental part of engaging leadership.
For companies, the implementation of a people-oriented leadership model does not allow them to build strong and lasting relationships with their employees, but rather enhances the quality of their services by unlocking new levels of meaningful experience for customers.
More human leader qualities
Being a leader is not easy. In addition to taking on the responsibility of guiding other people and ensuring good results for the organization, this is a role that should be constantly evolving without neglecting the details.
Confirming Staff balance The first quality that a leader is willing to promote his colleagues. It is really difficult for a person with mental and emotional imbalance to lead employees towards personal and collective success. While it is natural that at some point in our lives we as human beings fall prey to the rapid pace of life and the consequences of frustration and stress full of responsibility, we need to pay attention to the smallest detail and, if necessary, express ourselves publicly. Search from that equilibrium point. Leaders also need support to be true examples.
On the other hand, just like companies, today’s leaders must be featured Flexibility . The epidemic has taught us the importance of being prepared to embrace immediate change, a quality that modern leadership cannot lack. Having the ability to adjust as needed, to avoid challenges that could affect the company, or to promote growth opportunities, makes decisions that can go hand in hand with the constant movement of a fast-paced industry.
Trust It is also fundamental to a people-oriented leadership plan. At this point, leaders must work to build trust in allies. If possible, they should be allowed to set their own work schedules so that they can give their best, whether working from home or in the office, and find the best way to measure the achievement of goals as a balance point.
Just as a leader needs to be identified and supported if they need to be heard, this is also a pillar of support. Listen To employees. There are thousands of cases of talented employees who have had a sudden decline in their productivity and efficiency, including having bad leaders. There is a need to have a well-established action plan for such cases, as it is not always due to the bad behavior of the employee. Although until now it was believed that executives should not go near the personal lives of employees, after the epidemic it was found that many employees needed a place where they could express their emotions.
The support of a good leader can be decisive in finding your way again, among other situations that are affecting someone emotionally, including personal crises, illnesses, increased divorce rates. Even if this is a time when they need help finding more challenges in the workplace, having more human leaders can prevent churning.
Finally, Example Basically no matter how good leadership principles you set, productivity can decline if the leader does not set the best example for employees. Leading by good example is undoubtedly a trait that cannot be lacking in a leader who can influence and inspire others.
(About the author: Julian Tabares, editor of the social geek site)