With growth comes the essential need for delegation. You simply cannot do everything by yourself, which is why it is critical to have a set of leaders who can nurture your company culture.
If you don’t have strong leaders in place, they can drive away other good employees with their poor management and stifle feedback that could help your business improve.
Signs of Strong Leaders Versus Poor Leaders
When the company is profitable, it can be easy to assume that all is well, but it’s important to evaluate the effectiveness of your leaders regularly. Hold regular performance reviews with a focus on their leadership skills. Observe how your leadership team addresses challenges and conflicts. You can also gather anonymous employee feedback on your leaders’ impact.
Some of the qualities of strong leaders include emotional intelligence and the ability to connect with team members on a personal level. Look to see if they are able to inspire and motivate your staff.
Your leaders should have a track record of problem-solving and strong communication skills.
On the flip side, poor leaders may micromanage or be resistant to feedback. If there are high turnover rates with their direct reports or frequent complaints about unclear expectations, this can be a red flag.
Retaining poor leaders on the team can erode your employees’ trust and motivation. They can also negatively impact customer satisfaction.
If your employees are dealing with a poor leader, it is unlikely they will voice comments, concerns or ideas on ways the company can change or fine-tune processes for more productivity.
When to Train Versus Removing a Poor Leader
When dealing with the case of a poor leader, there is the hard decision of whether this can be remedied or if they need to exit the business entirely.
Sometimes, an employee’s poor performance as a leader merely stems from a lack of specific skills. For instance, if team members are frequently frustrated with this leader’s unclear directions, perhaps it is their communication skills they need to work on.
Also, if this struggling leader has other positive attributes, it may be worth taking the time to coach them up in the areas where they are weaker. Their willingness to grow and accept feedback is a promising sign that you can right the ship.
When working with this leader, make sure you have a targeted development plan with clear goals.
However, if a leader is resistant to changing their attitude or displays persistent negative behavior despite training efforts, it may be best to part ways. Choosing to retain a bad leader can harm your company culture overall.
Ensure there is a well-communicated transition plan in place, so your team knows who to report to until the position is filled.
Building Effective Feedback Loops
One of the reasons strong leaders are so significant to your organization is their relationships with the team. They can help set the tone for open communication and make team members feel comfortable coming forward with insights.
By taking action in response, your employees will feel valued and heard. Also, your company will be able to make measurable improvements.
Your leaders can build out these feedback loops by regularly having one-on-ones with employees to check-in. Performance reviews can also be a time for two-way communication instead of only telling the team members how they’re doing. Open the floor for them to share their thoughts on how the business is performing as an employer and on the whole.
Strong leaders should handle criticism constructively and make team members feel safe to share unpopular opinions.
Your leaders need to be transparent with their direct reports on how feedback is implemented, as obviously, not every suggestion is feasible or something that can be changed immediately. When feedback does turn into actionable items, celebrate the improvements made to reinforce employees’ desire to speak up when necessary.
