A recent study published by the Stanford University highlights the direct correlation between the quality of bosses and the productivity of their employees. Entitled “The Value of Bosses”, the research has determined that a good boss can substantially increase workforce efficiency in an organization. Quantifying “boss quality” with a unique data set, the Stanford research further established that replacing a boss in the lowest 10% quality percentile with a boss who is in the 10% highest quality percentile is, in statistical fact, equivalent to adding an additional worker to a 9-person team in terms of total output.
Whether you’re an entrepreneur seeking to form a Singapore company, a sole proprietor, or a manager spearheading a small to medium-sized enterprise, these tips can help improve team harmony and workforce productivity. Rikvin has compiled some basic tips on how to be a good boss from the world’s top human resource experts.
Develop, Don’t Preach
Directing employees, barking out orders and adapting a largely didactic approach can only go so far. To achieve success in the long term, a good boss must learn to develop employees and cultivate their skills.
A Harvard Business Review guide entitled “Developing Employees” cites a manager’s ability to identify opportunities for growth, establish goals, and provide feedback to workers as salient factors for employee development.
A successful employee development program is one where both organization and employees work together to upgrade the latter’s abilities, skills, and knowledge – for example, by leveraging the Singapore productivity and innovation credit scheme to provide skills training and productivity incentives.
It’s a Team Sport
Great bosses are team players. They go the extra mile to demonstrate how much they respect and value every employee. They celebrate each worker’s personal accomplishments, and constantly express appreciation for the team’s achievements. In addition, a good boss does not demonstrate power unnecessarily but instead takes the time to contribute personally to overall team goals.
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Nip It in the Bud
A good boss knows how to deal with problems immediately. Problems tend to escalate if swept under the rug. They are generally distracting, disruptive, and demoralizing.
A good boss faces problems head-on, immediately putting out fires as they occur – for example, by quickly resolving such workplace issues as interpersonal disagreements, performance clashes, and departmental squabbles, among other things.
More than addressing problems, however, the world’s top managers prevent problems before they even occur. A great boss identifies potential risks and takes preventive action to minimize them.
Delegating is the Key
Most managers fall into the trap of taking responsibility for too many tasks. The result is that they are quickly overwhelmed and end up feeling ineffective when they don’t accomplish certain goals.
To achieve long-term business success, a leader must learn to delegate. Effective bosses are those who know how to trust their workers with specific responsibilities.
In the long run, delegating is not only an effective means to develop employees; it is also a crucial step to achieving organizational success.
To be effective, the boss must be a decisive leader. A good boss makes well-informed decisions quickly and stands by these decisions.
A manager who shows uncertainty and changes directives frequently is viewed as indecisive and weak, and may ultimately lose the respect of his or her employees.
The Personal Touch
Lastly, a good boss goes out of his way to show interest in his or her employees’ personal lives. A good boss takes the time to get to know his or her employees’ motivations and career goals, ultimately using this information to create opportunities for personal and professional growth.
In general, employees appreciate a boss who can relate to them on a personal level. Happy and satisfied workers are those whose managers demonstrate inspiring leadership, keep communication doors open, are always supportive, and help create a sense of purpose in the workplace.
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