September 11, 2019
September 23, 2019
Business leaders have a substantial impact on the performance of their employees. But their responsibilities can make it hard to effectively drive high-quality performance.
Managers are responsible for ensuring team success, creating a positive atmosphere, and solving complex problems, among others. These varied responsibilities can quickly become unbalanced, and a sudden shift in the market could take leaders’ attention away from their teams. This can then lead to a drop in productivity.
Leaders can stabilize their own resources by adopting various leadership styles, including:
Organizations may use a combination of these leadership styles. Enterprises might take an autocratic approach to their investment strategies, but use a more democratic style when developing products, for example.
When evaluating different types of leadership, managers must also consider how well their team members trust their decisions.
A study of leadership styles found that each has a unique impact on employee performance. Likewise, researchers identified various business scenarios that naturally lend themselves to specific styles.
These findings indicate that there is no single best style of leadership. Rather, leaders need to assess their goals and determine which style – or combination of styles – is right for the current situation.
Trust in leadership is a critical factor in employee performance, regardless of what style leaders adopt. A 2017 study found a strong correlation between trust and employee behaviors that stimulate performance, including the willingness to stay with the organization long term.
Building trust with employees may be one of the best ways to boost performance. In fact, only 37% of employees say they trust their leaders.
Leaders can win the trust of their employees by:
Trust has to be built up over time. But the more leaders strive to gain employee trust – and demonstrate their trustworthiness – the better gains they can see from employee performance.
Leadership styles have a direct impact on employee performance, and trust is a vital factor. Managers should understand that: