Are You Still Practicing These Outdated Leadership Practices?
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It is easy to get stuck in the past as the world rapidly changes. The same goes for our leadership style. In today's world, there are some management aspects that no longer work.
Ongoing studies and current best practices teach us that now is the time to get rid of the old and bring in the new. Here are some outdated practices in the business world.
1. Using old school language
As Gen Z professionals are entering the job market, leaders need to recalibrate their choice of words.
Some leaders give confusing messages when they talk about teamwork and give staff the power to decide, but still holding on to chain-of-command vocabulary such as "subordinate". That word implies being inferior to the manager. Instead, use words such as "staff member" or "team member".
Since the world is becoming less about the hierarchical organisation and more about an engaged and collaborative workforce, it is better to get rid of the words "boss" or "supervisor" and opt for "leader" or "team leader".
Be aware of your choice of words to ensure it matches the current work culture you are trying to grow.
2. Motivating employees with "the carrot and the stick" method
In a New York Times article titled "Science Confirms It: People Are Not Pets", the author concluded that when people are rewarded for doing something, they tend to lose interest in whatever they had to do to get the reward. The article also cited various studies that say the carrot and the stick method is no longer relevant in today's world.
In fact, the reward/consequence approach only works with routine and simple tasks. The method has a reverse effect with staff working on more complex tasks.
A manager cannot encourage problem solving and creativity with this method. However, they can motivate employees by instilling a sense of purpose, providing autonomy, and giving them opportunities to learn new skills.
It means that a leader must inspire their team members to work toward a common goal. They have to let go of the leash to allow freedom for them to work without micromanagement.
The leader must also encourage developing a solid knowledge base and skillset and facilitating team members to become masters of their craft.
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The carrot and the stick is no longer the best approach to manage today's employees.
3. Depending on Annual Performance Review
The world revolves too fast for us to deliver annual performance reviews and still stay relevant. It is counterproductive to provide a year's worth of performance feedback in one staff meeting session, and it is too sluggish and disengaged for the modern work environment.
If we want to make an impact, we need to provide positive and critical feedback right as it happens. Switch from annual performance review to ongoing and shorter meetings to talk about performance, update goals that are likely to change.
We should also create an environment where performance reviews are comfortable and feel natural because employees are always nervous about performance reviews. The meetings should focus on dialogue, and the team members should have the chance to share their opinions.
It would be best not to tell the employees how they are doing but rather what they can improve. According to Harvard Business Review, 72% of employees feel their performance would improve if their managers gave corrective feedback.
The annual review is just not worth a lot in today's work environment.
Renew your leadership approach by reviewing some of the old ways of doing things you may be harbouring. Ask yourself, "Why do I do this? Is there a better way more suitable to today's working world?"
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