In recent years the country has seen a decrease in unemployment rates which is absolutely a good thing-but it does pose an interesting challenge for leaders. Now, more than ever, employee retention is important if you want to keep the best people around you. 

So what’s the best way to do that?

Be the kind of leader they want to work for.

We talk a lot on this blog about leadership and what it is that you can do to lead in the best way possible-but today I want to get a little bit more specific how you can avoid making the same mistakes that other leaders are making.

Here are three things employees report they wish their employers wouldn’t do:

Labelling Everything as “Urgent”

Being a leader can be stressful and when you’re the one responsible for the outcomes of your team, it can make sense that you would be eager to have things done quickly. There is, however, a balance to be found in the process of keeping things on track towards goals. When we consistently overuse the word “urgent” we’re watering down the importance of our words and adding additional stress to our employees who we need to respect the time of. By limiting the sense of urgency in the workplace and instead understanding our goals and timelines the work flow of the office improves as well as morale.

Micromanaging

No one likes feeling as though they aren’t trusted, and when you micromanage your employees rather than truly delegating tasks to them, that is the exact message you are sending them. We can’t expect the best from the people we work with if we’re not willing to give them the space to excel in their work. When you ask your team to do something, you’re only hurting yourself and the outcomes of your employees. You waste both your time and your energy when you micromanage and all you’re doing is stunting innovation. 

Not Setting Clear Goals

A team is led best when they know what they are working and striving towards. That’s why for many employees it can be frustrating to feel directionless at the hands of their employers. If you are consistently wavering on what matters most and inconsistent in your desires for the team you are causing not only tension but misdirection. Confusion and then frustration are bound to follow behind a lack of clear goals and objectives. No matter the team you lead, it’s important that everyone knows and understands what it is that they are doing all of their work for. A team that knows it’s purpose is easier to motivate and inspire. As leaders it is our duty to get everyone on the same page about what matters most to the company so that everyone can be secure in their mission.

Leadership is no easy task, but when you become a leader who can be not only respected, but appreciated, no task or goal will be too big to handle. So I challenge you, listen to the needs of those around you in the workplace, and lead in a way that you yourself would want to be led. 

Having a title is easy, leadership however, is so much more than that. 

Lead Well,