Leaders either make or break the job for their employees. People typically leave bad managers, not bad companies.
Sharing vision should be a two-way conversation. Encourage your employees to reflect and share stories of how their work connects to your organization’s mission and purpose. Those who feel a personal connection with the vision and goals you have established will be your most engaged and committed employees.A grand vision does not mean much if employees are not crystal clear about their role in executing it.
Praise should be part of a larger strategy of cultivating potential amongst your employees. When you identify and acknowledge an employee’s strengths, you establish a foundation for building on that strength in the future. Existing strengths are a starting point for developing new strengths and new capabilities.
Engaging employees in these conversations is the surest way to keep your finger on the pulse of your company and its culture. It will help you stay on top of questions every business leader should be able to answer:When do I just need to get out of the way and let them run with it?
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