5 Things the Successful Leaders Do Every Day

When it comes to achieving business success, it requires well-managed teamwork. To lead a team requires   an effective leader .  What do you...

When it comes to achieving business success, it requires well-managed teamwork. To lead a team requires an effective leaderWhat do you do as a team leader?

To build successful workplaces, successful company leaders like to believe that their daily culture should reflect the active efforts of the employees they make every day. As a reward, their employees become committed, motivated and productive. 

5 Things the Successful Leaders Do Every Day
Do you need more ideas to perfect the culture of your company? 
Here are five ways to become a leader that employees admire.

1. Frequent and public praise 

More and more leaders understand the importance of their employees, but only the best openly shows their appreciation. 

Employees are not looking for gifts or expensive gifts, they want to know if leaders see their hard work and determination. In fact, a January survey of OfficeVibe found that 82% of participating employees said that praise and recognition were better than a gift. 

Stephen Twomey, a founder of digital brands company MasterMindSEO of Traverse City, Michigan, took the lead and applied it to the culture of his own business, after listening to employees speak very well of employers who publicly praise employees. Twomey said he finds something the employees did exceptionally well the day or the previous week and praises them in public for their work.

Engaging your team with different forms of recognition keeps everyone motivated and inspired, he says. "Sometimes it's in a group email, a social media ad or a simple 'give me five' that everyone sees," says Twomey. 

And, he says, it works. "Work productivity increased 30 percent," he says. "I do not hear anyone complaining about being unappreciated, and nobody asks for a raise as they normally should at the beginning of the year. It turns out that people are really inspired and led, not directed. " 
Also read: 10 Simple Concepts to Become a Better Leader

2. Send employees out with a road map 

Effective communication and motivation go hand in hand. Employees who are unsure about their daily tasks rarely get the opportunity to go up and down. If your daily tasks are not clear, how can you focus on improving them?

Securing employees is on the same page and knowing that they are part of a team spurred on by morale and productivity. That's why Jordan Scheltgen, co-founder and manager of the content marketing company Cave-Social at Fort Lauderdale, opens every day with a new process to help employees focus and achieve their goals.
"We started a program that we call 'Attack the day,' he explained. "It's both a mentality and a process. It begins with a 20-minute meeting every morning. The teams list what they want to finish in the day. Then the team members are encouraged to do so and are offered assistance from other staff members who can provide something of value. "
Also read: 101 Wise Ways to Express Your Love As a Good Leader

3. Capture feedback and, in fact, use it

Keeping track of employees' feelings (especially when one of them is frustration) is a difficult task. This is even a bigger challenge when business and technology expands. However, without trying to understand your employees' feedback, your ability to retain them and improve your company's processes could become almost impossible. 

During a time of rapid growth in business, Benjamin Sayers, director, and partner at New York-based Social.Lab knew he needed to keep an eye on his team members to measure their pulse rate. Using Butterfly, a personal coaching manager, Snyder discovered that his team was feeling stressed and overloaded. As a result, he formally communicated his gratitude to the members of his team for his efforts, acknowledged his sacrifices and explained why his efforts were not in vain. 

After hearing feedback from his employees and listening actively, Sayers said he understood the frustrations of his team and was able to show them that the company's leadership was 100 percent behind their backs.

4. Cultivating a Positive Workplace Culture

Motivating employees to reach their full potential is the job of every business leader. Managing motivational issues only once a quarter - or worse, once a year - drains employees' productivity and their passion for what they do. 

At the advertising and marketing agency Gavin Advertising in York, CEO Mandy Arnold empowers and engages his employees every day by creating a positive workplace culture. 

"We incorporated the 'Cult' team shouts," he told me. "Every Monday, we take five minutes for colleagues to thank someone - loudly - for doing a good job. This could be a recognition of the effort of each positioning in the media or a CEO specialist who moved sky, sea, and land to solve the problem of a client with a tight time. 

Frequent positive reinforcement, like the type that Arnold implements in his culture, brings out the best in employees. So make sure that the best talent stays and grows in your company by proving to these people that the company's leaders are concerned about uniting the team and helping it reach its greatest potential. 
Also read: 5 Ways to grow your business

5. Asking for feedback and being prepared to be surprised

Lack of communication does not only happen when employees do not understand the leader's expectations. It also occurs, and leaves a negative impact, when leaders are not entirely aware of the needs of employees. 

After feeling that he was not performing in the best way, Goldsboro's motivational speaker Sean Douglas realized that he was giving feedback to his employees but was not asking for it back.

"I decided to ask for their feedback, and I was actually surprised by their responses," Douglas said. "I thought I was amazing, but I really had areas of opportunity. Now, I'm kind to them. I ask them about their needs and also ask for their feedback on how I am doing as a leader and mentor. " 

Understanding what the team needs gave them the ability to lead according to their strengths, says Douglas. When leaders, in this way, push their own opinions and agendas, they point to their team reaching its full potential.

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