The hallmark of really good leadership

Because management based strictly on figures, data and facts alone is not enough

At the very beginning of my career as a new head of department in internal sales for the sale of materials for the assembly of printed circuit boards, I was enthusiastic and full of drive. I was in my early 20s and wanted to prove to everyone what I was capable of. I was so proud to have landed such a responsible job as a young woman in a technical field that was 95% male.

My three female colleagues, for whom I was now the boss, very soon showed me the red card. And above all: what doesn't work in employee management.

After two months, I wanted to throw in the towel ... I was angry - at my team, exhausted, helpless, exhausted. Full of self-doubt, I asked myself: "Can I even do this?" "Am I too stupid to do this?" Chips in front of the TV became my best friends.

I had no support at all from my boss and business owner at the time. I would have liked to have received tips from time to time. I had the feeling that my employees were just waiting for me to stumble and throw in the towel.

And that's when my will to survive prevailed - I kept going, kept suffering. I devoured books on employee management. Slowly understood them.

Years later came the realization and the big "aha" moment: my young children quickly showed me what works and what doesn't when it comes to managing people.

Everything changed the moment I came across this saying:

Only if I set a good example and look at my kids with a loving eye will I be able to encourage and motivate them. Knowledge from books alone is not enough. Doing it is also important.

This basic attitude of leading by example and treating others with respect and appreciation is something I later took to heart in my professional career. And I have improved and refined its implementation over the years. I learned new tools and implemented them in my day-to-day work.

Today I'm going to share some tips on what really works when managing employees, namely ... listening!

It is worth investing time, honest attention, appreciation and respect for your employees. It would be a real shame if productivity in your company were to drop dramatically due to an unsuitable management style. For me, this would be like a Porsche 911 with the handbrake on and the engine roaring in the left lane of the highway - ouch! It hurts my soul!

Especially at the moment - I'm just saying "REACh" - when it comes to the timely conversion of production processes to CrIII, well-thought-out planning of the conversion is the be-all and end-all. Above all, it is important to get the employees on board. That's why I'm going to give you five effective tools. They will cost you very little of your working time, but will have a huge impact on productivity:

The 5 tools of listening:

1. Take time for small talk and make a little joke sometimes
2. Ask how your employee is doing, especially if you notice that something is different than usual
3. Listen attentively and patiently - WITHOUT interrupting
4. Listen to your employee's concerns - WITHOUT offering a solution
5. Ask for the opinion of your employees.

No! But these tips don't just work with small children. They also work for adults.

Do you know that one? "As you call into the forest, so it comes back." So if you shout respect and appreciation into the forest, it will come back to you.

In this way, you secure the know-how and experience of your employees. You keep the motivation of your team high. And you ensure that employees who are working to rule and have already resigned inwardly are committed to their company again.

How high is the dose?

You don't need to use these tools every day. For example, block out an hour a week in your diary for this purpose and consciously make time for your employees! You will see that it works wonders and you will get back much more than you give!