What great leaders do differently
A leader does it differently, and that is why the results cannot be the same
A leader manages individuals, not teams.
A leader is clear on goals
Most employees value jobs that allow them to contribute and make a difference, and many organizations emphasize meaning and purpose in hopes of encouraging participation. But this is also the responsibility of the manager. Incentives like bonuses, stock options, or raises cannot be trusted. You have to inspire them with a vision, set challenging goals, and pump up their confidence so they believe they can actually win. Articulate a clear purpose that fires up your team, set high expectations, and convey to the group that you think they are capable of almost anything.
A leader is constantly focused on feedback (feedback)
A 2013 Society for Human Resource Management survey of managers in the US found that “only the 2% provides continuous feedback to your employees” Only the 2%! Many bosses limit themselves to the dreaded “performance appraisal” and often mix development feedback with discussions about compensation and promotion, making it much less effective.
[By the way, we invite you to meet clock app, our solution to have better visibility of remote work and to provide better feedback]
