How To Lead Beyond The Best

Sometimes, a little boost is all someone needs to be more productive

As an HR professional, what can you do as a leader to ensure that your best employees are receiving the guidance and direction that they deserve in order to thrive and grow within your company?
 
It might seem like an obvious first step, but one of the first things you should do is ask them. Set up one-on-one meetings and find out from your team what motivates each individual. Ask what their goals are (both long-term and short-term). Inquire about what you and other members of the executive team can do to provide a work environment that not only fosters their talents but also helps retain these employees moving into the future.
 

This kind of information is pivotal in moving ahead as a leader. It also leads to the next step, which is setting attainable goals. Even though employees may have their own goals in mind, they could also be overlooking potential targets that are not yet bleeps on their radars. Examples of this might include earning a new certification that could boost their knowledge in their field or joining a committee within the company that could help connect them with coworkers they might not yet have working relationships with yet.
 
Another thing HR executives can do to help boost their best employees is to offer transparency. According to an American Psychological Association survey, one out of every four employees polled said that they don’t trust their employers, and 50 percent felt that their employers weren’t giving them the straight facts they needed to be successful in their jobs. Building trust is one of the most important things a company can provide its employees with if it wants to set them up for success.
 
Some ways you can do this is by being forthcoming with information. With the speed of the news cycle thanks to today’s technology, it’s not uncommon for employees to learn about something happening at their workplace online before their manager shares that information with them. Rather than let the media be the bearer of bad (or good!) news, it’s important for managers to be the initial providers of this information. Not only does this help build a culture of trust, but it also makes them feel like they’re a valuable part of the fabric of the company that is privy to this information and not just another name on the payroll.
 
This leads to the final thing you can do when leading employees, which is to make a habit of acknowledging outstanding work. Far too often employees will meet new goals or do something commendable for the company and receive little if any fanfare. This isn’t to say that you need to throw a party or give a bonus every single time someone beats a deadline, however, it’s amazing what a congratulatory remark as simple as saying “nice work” will go in boosting an employee’s motivation. Sometimes this little boost is all someone needs to catapult him or her from being good to being one the best.
 

Tabitha Laser is a multi-faceted professional with over 25 years of leadership experience in a variety of industries ranging from oil and gas, energy, manufacturing, agriculture, construction and more. Her diverse background has provided her opportunities to work with government agencies and some of the world’s largest companies, including Fortune 500 companies, BP, 3M, and General Mills. Her expertise has fueled her passion to help shape the next generation of leaders, especially millennials, to help avoid the pitfalls of their predecessors and lead beyond best. Tabitha is the author of Organization Culture Killers. The first book in a series of leadership books she calls, “The Deadly Practices.” Follow @tabithaalaser Connect Tabitha Laser