Do You Believe in Me?
Boost your retention and engagement by instilling confidence in your employees.
At the heart of almost everyone is the question; do you think I’m able? A lack of confidence exists at least somewhere inside almost all of us. Why else would praise and recognition be such a big deal in the workplace these days? If I have an unshakeable confidence, I do not need to hear my boss tell me how great a job I did, because I already know how great a job I did.
So much of leading successfully today is being mindful of how you as a manager make your people feel. One of the universal needs in humanity is to know that we are capable. Like the Little Engine that could, we need confirmation to the message, “I think I can!” When people are confident they are happier, work harder, take more risks, and persist through more set backs. As a manager you can do a lot to influence your employees confidence.
Here are three points to remember which will help you keep the confidence high among your employees.
1. Believe It!
If you want your employees to feel believed in you first of all have to, well, believe in them. This may state the obvious but some might see an expression of belief in employees as just another motivational tactic to get the job done. Belief must be sincere. You have to honestly trust and believe in their abilities or else they will see through your compliments. Many people can sense when you really don’t believe in them regardless of what you say.
2. Express It!
Let your employees know often that you are impressed with their skills and their growth. Telling them that you never have any worries about them completing their work or handling tough assignments because they are more than capable is always wise as a boss.
Too many words however, like micromanaging, and over directing communicate the opposite. Resist the managerial urge to tell your people exactly how to do something. They are intelligent enough to figure it out.
3. Show It!
After one of your employees makes a mistake or causes a costly error to the company, their confidence will usually be at an all time low. What you do with them next will determine how fast they will get up again and start running. If you take responsibility away from them, you have just confirmed their belief, and sensing a loss of belief from you, their boss, they will soon be looking for a job elsewhere. But if you get in there quickly, deal with the error, but also communicate your belief by giving them another equally important assignment, you will have helped rebuild their shattered confidence. Besides, an employee who has just made a major mistake is the least likely to make the next one, so give them the ball and let them run with it.
Searching for those losing confidence.
Always be on the lookout for people who are beginning to lose confidence in themselves. People who are having a slow few months of sales, or have made a couple of recent mistakes close together are at risk. You can see it in their demeanor, and their lack of risk taking. If they are in sales, confidence is a huge issue, and one you will want to deal with quickly. Also for any of your people who are required to make presentations with your customers or even interact with other departments within your organization, their confidence level is important to your success.
As a manager, you have a big influence on each of your employee’s confidence levels. Make sure that you are helping them grow in confidence and self belief.
Overall, when people feel confident, they feel good about themselves. When they feel good about themselves, they feel good about their job. And as a manager, you want them to feel good about their job, because those are the kind of employees that stick around.
