How Much Influence Does a Leader Have on Employees?
Leaders have a profound influence on their employees and their company's success. Employees seek guidance, coaching, support and feedback from their leaders and leaders who come up short in any of these categories are putting the satisfaction of their employees and the entire company's reputation in the business community at risk.
Employees that are enthusiastic about their work are the best types of employees to have. They are loyal to their company, are often willing to put in extra work and help reinforce the good reputation of their employer through positive word of mouth communication. Leaders can directly influence employee engagement by exhibiting concern for their employees' well-being and health, allowing their staff to communicate openly and voice their ideas and praising individuals for a job well done, according to the website The Leadership Hub.
Leaders who are willing to provide their employees with job skills training whenever necessary will have a much more educated and productive staff. Being open to continuing education shows that a leader is willing to bring out the best performance in his employees, which helps to raise overall morale.
Leaders directly and indirectly influence the productivity of their employees in several ways. For example, a leader who has poor planning skills will make it hard for employees to meet deadlines and, eventually, productivity can slump because the employees will become less motivated the more unrealistic the deadline. Similarly, a leader who takes advantage of the power to delegate tasks might overburden his employees, leading to a decrease in productivity.
Highly effective leaders know that it's more important to structure feedback in a way that focuses on positive qualities and offers solutions for improved performance than to dwell on weaknesses. According to the website GovLeaders, voluntary, detailed, immediate and positive feedback delivered by corporate leaders can have a positive effect on employee performance.