The modern workplace is consistently changing. In recent years, the employment landscape has modified from employer-preferred to employee-preferred and back again.
What employees in today’s startups expect from a manager and work culture is much different than what people might have expected in the past. Remote work, an increased focus on DEI and a healthy workplace culture, and a greater importance placed on work-life balance have impacted the work of executives. With this variation, the manager’s role has evolved from simply supervising tasks and delegating work to inspiring teams to work together towards common goals.
In this text, we explore some practical strategies startup managers can employ to change their team dynamics and achieve maximum productivity – and worker satisfaction.
Empathy in leadership
“Today, effective leadership goes beyond technical knowledge and strategic acumen,” says Melanie Powers, president of Goodberlet home services. “Emotional intelligenceor (EQ) – the ability to recognize, understand and manage one’s own emotions while also empathizing with and influencing the emotions of others – has become a key skill for leaders who want to encourage their teams, overcome challenges and foster a positive work culture.”
The approach to leadership in today’s multigenerational teams requires startup managers to have a strong capability for empathy and open communication. The best leaders are able to recognize team members’ individual strengths and weaknesses and create an environment in which team members feel comfortable sharing concerns and providing constructive feedback.
By Asim Hafeez, owner and operator Strengthen energy solutionsall of it comes down to empathy and authenticity.
“I can’t emphasize enough how everything comes from real care, especially in startups,” Hafeez says. “Investing in your employees’ personal and professional development shows that you care, and they will be more willing to offer the same care to your company.”
As Hafeez explains, startup managers can better build trust among their employees by leading with empathy and understanding. This relationship of trust might be an invaluable tool in team development and collaboration.
Clear goals and expectations
Managers must learn to set clear goals for their team and reasonable expectations while following the rules A smart rule — “Specific, measurable, achievable, relevant and time-bound.” Following these specifications allows managers to better guide the team toward achieving its goals.
Expectations also need to be clear and reasonable. Open and empathetic communication stays key to establishing clear expectations.
“Empathetic leaders don’t just focus on results, they also consider the emotions, concerns and perspectives of their team members,” says Powers. “This creates a strong foundation of trust that is essential for open communication and collaboration.”
When startup managers know their team members well and lead with empathy, they’ll better be certain that their team members understand expectations and manage them well. Managers may better leverage their team members’ individual goals and ensure they are aligned with the organization’s goals, creating an environment that fosters individual and team success.
Motivation and commitment
Today’s employees expect significant commitment from their managers. They want to be heard and know that their contribution is appreciated.
Teams that feel valued, respected and listened to are like that they are more likely to be productive and remain loyal to the organization. Managers are responsible for developing strategies to effectively motivate and engage their employees.
“Showing employees that you really care through personal gestures that reflect their value and contributions resonates deeply,” says Hafeez.
Managers should recognize and reward achievements through a system that provides tangible recognition when a team member performs well. Managers must also offer opportunities for skilled development and learning, as this advantages not only the individual worker but also the entire startup team through related upskilling.
In this manner, managers will help create a work environment that fosters positive motivation through authentic engagement, learning opportunities and recognition.
Flexible leadership
A superb leader is not only empathetic and engaging, but also flexible. Effective managers should give you the option to adapt their management style to the different team members and situations that will arise. By maintaining open communication and empathy aligned with team members, shifting gears and remaining flexible should come naturally to startup leaders.
“New generations have grown up in a completely different way, with access to answers, technology and support always at their fingertips, whether through forums, peer groups, artificial intelligence or search engines,” says Clark Lowe, president and CEO of the company O’Connor Company. “Young professionals have become more attuned to the leadership principles of managers. My top recommendation to all managers includes the following question and statement: “What is your recommendation?” and “I trust your judgment.”
Managers should encourage collaboration and innovation when trying to solve problems or develop recent ideas. When team members are in a startup environment that does not interfere with teamwork or collaborative efforts, creative problem solving becomes enhanced.
Additionally, managers can employ an adaptive management style, keeping in mind that constructive feedback should all the time be actionable and provided to improve individual and team performance.
Good managers can transform startup teams into productive, blissful employees who are excited about their work and its contribution to the organization. Through commitment and self-awareness, managers can learn leadership based on empathy and open, productive communication.
By leveraging the proven strategies described here and input from industry leaders, managers can create a more collaborative, motivated and productive team environment in their startups.