Leaders often make the mistake of not providing feedback to their employees, depriving them of the opportunity to improve their performance. Most people are motivated by intrinsic factors such as facing challenges, learning something new, making a difference, having meaning or purpose, or developing their talents. Unfortunately, many leaders focus on extrinsic motivators such as bonuses, promotions, money and artificial rewards. This distorts the internal motivation system and can lead to decreased employee engagement. Another common mistake is taking on too much responsibility for the team's project.
Leaders should set clear boundaries and handle disagreements or conflicts that arise. It's important to have a good relationship with the team, but also to be honest and respectful. Leaders should also take the time to build relationships with employees, colleagues, customers and other stakeholders. Leaders should also be aware of the emotions of loss and disappointment that can arise in the workplace. They should define what innovation means to their organization and what obstacles could hinder it.
Instead of encouraging people to stay in their comfort zone, leaders should prioritize learning and developing talent in people who may not know it. Finally, leaders should set expectations and objectives for their organization and hold each member accountable for achieving them. By providing timely feedback and taking the time to build relationships with people, leaders can create an environment where employees are engaged and motivated.
