Being a likeable leader will make your job (and your life) easier.

You may not want to admit it, but being liked by your team and other people does have its rewards.  When you are liked by your team they are motivated to want to please you, they want you to feel the same about them as they do about you.

Here are a few benefits of being a likeable leader:

1. Team members want to do a good job.  

2. It’s easier to get others to want to help, work overtime, take on an additional task or say yes instead of no.

3. Retention of talent improves.  Not liking a manager is a key reason for turnover.

4. People are more willing to deal with change, situations they don’t like such as salary or position freezes.

5. Training and developing people becomes easier.  They want to work with you, learn from you and get better.

If you’re not quite there yet, perhaps you’re asking, “How can I win the commitment of people I work with?”

In this article, I will give you NOT only tips, but also a practical approach that you can easily apply to any given situation.

What’s in it for them?

This is the first question you need to before you assign a task or request a favor. If you can’t explain how the report you’re requesting from Bob is going to benefit him, then you can’t influence him to prioritize that task.

Focusing only on checking items off your to-do list (self-serving benefit) or looking good as a team, is one of the sure fire ways to lower employee job satisfaction.

Here’s what you do:

Let’s exercise your communication skills. 

Before assigning a task, think about how someone will react, if you weren’t in a position of power over them.  Would they say yes, even if they were muttering obscenities under their breath?  Or would they give you a dozen reasons why they can’t?  

From there, and based on the personality of the employee, you can formulate a rebuttal that addresses why he would want to do what you are asking?

Lend a hand

When a member of your team asks for your help, don’t hesitate to lend a hand even if you know that he or she is perfectly capable of doing what needs to be done. You don’t really need to dive in and do the work… In most cases, all you have to do is provide direction and suggestions.

Here’s what you do:

Next time someone asks for help or if you notice a team member’s progress is excruciatingly slow, invite him to a quick brainstorming session. Ask probing questions, such as:

• What do you know so far?
• What have you done so far?
• What is preventing you from completing X task?
•  

This also works for inter-departmental collaboration, where a colleague from another department may request for your help. In this case, don’t hesitate to lend a hand.

Don’t promise. Over-deliver- The Key to Employee Job Satisfaction

People like surprises, not broken promises. When coaching your team as a whole, never make the mistake of promising things you can’t deliver.

Did you hear rumors that there will be a bonus? Or perhaps someone in HR let slip that the annual increase will be higher than expected because of past year’s performance? Whatever it is, do not tell people about it until its ready to be delivered.

Being likable doesn’t guarantee you will have no problems or problem team members.  It does however improve your odds of having increased productivity, happier employees and fewer redos.

Want to know the secrets of moving your team from ordinary to extraordinary? 

Click the link below and get our guide on this.