Times have changed and the workplace is no longer seen as merely a means to an end. Instead, people in today’s society view the workplace as an extension of oneself. The workplace can define a person by allowing them to be creative and satisfy their ambitions.

However, for many employees, the workplace can be an increasingly stressful environment, which, in turn, can lead to poor health. Studies have shown that up to forty percent of Americans find their workplace stressful, with a general rise in stress among adults within the past two years.

While stress can be a natural, everyday occurrence and can even function as a motivating force in small doses, it can have serious negative effects on both mental and physical health if it is allowed to build up. And with stress fast becoming a common occurrence in any workplace, it can be difficult to find a low-stress job.

Fortunately, there are a variety of effective strategies and techniques that could help to reduce workplace stress, including workplace counseling.

Common Issues Affecting Employees

In a society where most people spend over forty hours at work every week, it comes as no surprise that there is a myriad of different stressors that may negatively impact work performance. It is also not uncommon for stress and tension to develop between colleagues, as different workers have different personalities, ways of communicating, and world views. These tensions can, in turn, decrease employee performance and productivity, or even lead to problems with mental health.

Some of the most common stressors and problems in the workplace include:

• Conflict with colleagues or co-workers (Interpersonal Conflict)
• Problems communicating with co-workers, bosses, or clients
• Verbal, psychological, discriminatory, or sexual harassment
• Discrimination or prejudice
• Bullying, abuse, or mistreatment
• Bribery
• Gossip
• Multitasking or overwhelm
• Disorganization and lack of structured processes
• Physical discomfort or restraints
• Low job satisfaction or motivation

Effects of Workplace Stress

Stress in the workplace can have significant, long-lasting effects on a person’s mental and physical health, especially when left untreated. Many people who experience work-related stress regularly report symptoms such as eye strain, difficulty sleeping, and more regular sick days.

Some physical health problems caused by work stress that can become chronic conditions include:

• Heart Attacks
• Hypertension
• Pain
• Insomnia

Stress can also lead to developing unhealthy habits that contribute to these conditions, such as:

• Overeating
• Inactivity
• Smoking
• Drug Abuse

Additionally, work-related stress can have detrimental effects on a person’s mental health as well. Stress can cause a physiological ‘fight or flight’ response, which can, in turn, remove a person’s ability to reason. It also leads to burnout, a psychological syndrome caused by constant exposure to stressors. It occurs due to work-related exhaustion and can lead to a myriad of mental health problems, such as depression or anxiety.

Signs of Stress

While everyone experiences stress to some extent, it can become a problem when that stress starts to impact your mental or physical health negatively. Here are some signs of work-related stress to look out for:

• Feelings of negativity
• Lack of concentration
• Lack of productivity
• Irritability
• Short temper
• Changes to sleep (more or less than usual)
• Aches or pains
• Social avoidance

Techniques for Self-Care

Self-care is essential, especially during times of stress or tension at work. It is also important to recognize your stressors and deal with them effectively. While this can be difficult, there are some ways to care for yourself and reduce your risk of stress-related illness. These include:

• Drinking enough water and maintaining a balanced and healthy diet
• Take regular breaks during the day and don’t skip lunchtimes
• Work regular hours instead of working overtime
• Don’t neglect your social or personal life, and make time for friends and family
• Get regular exercise
• Get massage therapy
• Have an open and honest discussion with your supervisor and come up with a plan to manage and reduce your stress

Benefits of Workplace Counseling

How Therapy and Workplace Counseling Helps Employees

Employee counseling with the help of a professional can be beneficial in many ways, including enhancing personal growth and ensuring improved employee performance. It can also help to improve an employee’s personal life and assist them in overcoming workplace challenges. The positive impact of a wellness program that offers employees counseling sessions free of charge may also lead to reduced absenteeism.

Employees with mental health issues such as anxiety and depression caused by work stress can be treated during therapy. Therapy also assists in improving communication skills and conflict resolution, and these techniques can be applied in the workplace.

In some cases, employees may undergo Cognitive Behavioral Therapy (CBT) to help them identify and change unhealthy thought patterns and behavioral tendencies. Aiding employees in finding their own solutions to personal problems can improve their general mood and well-being.

Stress management techniques like Mindfulness and Meditation may also be effective treatments for workplace tension. It trains the brain to relax and helps individuals to open their minds and increase their curiosity by focusing on the present. Employees can do this via mindfulness apps, classes, informal exercises, and guided meditation sessions.

When considering job satisfaction, performance, and fit, Vocational Counseling may come in handy. It offers a great opportunity to analyze and discuss your current and future career plans. In this way, counseling can also decrease costs related to employee burnout, absenteeism, high turnover, and accident-related disability.

Sometimes simply having a patient listener as a sounding board, without necessarily giving advice, can already be hugely helpful to employees and lead to various positive organizational changes, such as greater synergy.

In some cases, managers may refer employees to counseling sessions as part of a disciplinary process.

The Many Benefits of Workplace Counseling

Workplace counseling is an invaluable resource that can reduce employee stress and help individuals to:

• Understand situations and find a different perspective
• Increase self-awareness
• Understand personal issues better
• Generate a more positive outlook
• Find a better work/life balance
• Improve their decision-making skills
• Change unhealthy habits and thinking patterns
• Find alternative solutions to issues or problems
• Improve poor people management skills
• Manage work-related stress and anxiety
• Improve their problem-solving skills
• Manage issues and cope better with stressors/ tough situations
• Repair dysfunctional workplace relationships
• Improve work-life by learning how to utilize stress and anger management techniques
• Manage behavioral problems brought on by tension or stress in the workplace

In some workplaces, workplace counseling is offered free of charge through an employee assistance program. If you are a remote employee, you may find online counseling, support, or therapy offered via video calls or instant messaging for workers in more remote settings.

If you require support with work stress, check whether your job offers a workplace counseling program. A counseling session can also be helpful if you are struggling with a personal problem that is affecting your work.

A motivated and engaged employee will have high workplace productivity and performance. Investing in employee motivation strategies will allow your company to create a company culture where every team member is motivated to grow and succeed in their roles.

In this article, we’ll explore 8 different employee motivation techniques and how you can apply them to your work environment.

Why Is It Important To Motivate Employees?

A workplace where employee motivation is particularly low often sees staff members working at a slower pace and spending more time on their phones than on their tasks. This then translates to lower employee engagement, less employee input, and poor employee productivity.

In contrast, a workplace that spends time and resources motivating employees sees more enthusiastic staff members who take pride in their work. Motivated employees are more likely to finish their tasks faster and come up with innovative ideas that could help in achieving company goals.

There are plenty of benefits to investing in employee motivation strategies, including:

Better Productivity

Investing in employee motivation techniques encourages people to work productively, leading to better revenue outcomes. Conversely, it helps with improving the employee experience and promotes employee satisfaction.

More Innovative Ideas

Motivating employees through giving rewards or creating an employee recognition or incentive program fosters a culture of innovation.

Reduces Absenteeism

Employers who invest in employee motivation are also indirectly investing in programs that reduce stress, thereby lowering staff absenteeism.

Lower Staff Turnover

Employee motivation goes hand-in-hand with employee benefits. As such, investing in both help contribute to high employee retention rates. When they receive incentives for their work, your team members will have higher job satisfaction and are unlikely to leave the company, especially if no other business can match their current compensation package.

Effective Employee Motivation Strategies

1. Create a pleasant workplace environment

No one wants to work facing the gray wall of their office cubicle for eight full hours. One great way to keep your employees motivated is by having an aesthetically pleasing, well-lit space to work in.

In line with this, it may be best to replace your ancient computers with a more modern system. You can also invest in furniture from local artists or find unique pieces at the flea market.

If possible, you can also consider having an open floor plan. You can use rugs or dividers to break up different spaces. You can also add a dart board or a shelf full of board games to elicit fun and laughter and give employees a chance to connect with their colleagues during breaks.

Apart from redesigning your office, you can also offer good snacks or food in the workplace. A survey found that 57% of employees said food-based perks make them feel more valued and appreciated. The same survey found that 38% of employees working in companies with food-based perks would name their employer in a “best places to work for” survey.

2. Ask your employees for input

If there is anyone who knows what employees need to stay motivated, it’s the employees themselves. This is why it is important to conduct regular surveys to get suggestions of ways that you can improve your workers’ working conditions and, in turn, their satisfaction.

Gathering frequent feedback will show your employees that you value their input. Just be sure to take action after you get the results of your poll back.

3. Foster an environment where there is respect among colleagues

This is a no-brainer. When the management is not respectful or honest, the workplace environment quickly becomes toxic, leading employees to resign. Things like good communication, honesty, and respect are great at creating a workplace environment in which employees are happy to work.

As a starting point, check out books or blogs on effective management. Remember, employees will become more loyal if the company leaders they work for are supportive. It will also help improve your company’s reputation, thereby attracting better talents.

4. Offer enrichment programs

Creating enrichment programs for your employee is important in boosting team motivation and job satisfaction. Your program could include tuition reimbursements, especially for workers currently paying for college or continuing education costs. You can also send employees to participate in team-building activities that help foster healthy workplace relationships.

If you want them to improve certain skills, you should consider career development strategies that include enrolling them in a mentorship program or having them take certification courses paid for by your company. Doing this gives employees plenty of growth opportunities and makes it easier for your HR department to promote from within.

5. Validate good work

Workplace recognition inspires team members to work harder and more efficiently. When you acknowledge their work, employees feel valued and more motivated to be more productive.

Workplace recognition does not have to involve giving employees expensive rewards. You can show your appreciation by giving them compliments or expressions of gratitude in person. You can also take the time to write a handwritten thank-you note.

6. Share positive feedback

Compliments do not always need to come from higher-ups. Employees, especially those who are client-facing, would also feel motivated if they hear gratitude from their customers. If your clients express appreciation for a certain staff member, be sure to share that feedback with your team members.

It may seem trivial, but letting your employees know that they helped make someone’s day makes them feel good. This allows them to develop a deeper connection to your business and your company’s mission.

7. Promote work-life balance

Technology has changed the way businesses operate, with many shifting out of the in-office model and into the remote working model. It has also contributed to a widespread change in how employees can work, with many seeking flexible scheduling.

If you’re hesitant about remote working, a Forbes study found that 46% of respondents said flexibility is the most important factor when it comes to searching for jobs. Additionally, 73% of employees said flexible scheduling increased their work satisfaction.

Providing flexible scheduling allows employees to better balance their working and personal lives. It also gives them the space to take breaks to improve their ability to stay focused at work.

8. Create a positive culture

A positive work culture helps maintain motivation among employees. There are plenty of ways to foster a positive culture. First, company leaders themselves should radiate positivity. Second, allow employees to have fun, play music while working, and play games during breaks. Research shows that happiness can significantly boost employee productivity.

The trait theory’s main idea is that there are specific, common personality traits found in most or all leaders. Traits such as the physical, mental, and social characteristics of leaders are analyzed in the trait theory of leadership, as an attempt to understand which of these traits are common among successful leaders. The leadership trait theory argues that people can become more successful leaders by adopting and developing said traits. This contrasts significantly with the Great Man Theory of the 1800s.

In this article, we discuss the trait theory of leadership, how it originated, and some examples of trait theory to guide the development of traits needed for leadership success. Many of these are characteristics and skills that can be improved upon in order to increase the performance of CEOs and other leaders.

Characteristics of Trait Theory of Leadership

The trait theory of leadership, unlike the Great Man theory, does not follow the belief that good leaders are born with a set of traits. Instead, its trait approach focuses on what makes people become effective leaders and tries to isolate those characteristics. In this way, a person could theoretically develop those leadership qualities to become a great leader – something anyone can do without being born with a set of skills.

According to advocates of the trait theory of leadership, and the theory itself, leaders tend to be psychologically adjusted to display better judgment, are better at promoting themselves, engage more frequently in social activities, don’t hesitate to take lead, and seem to always know more.

In other words, if a person wishes to become a better leader, they should never stop learning, always stay well-informed, learn how to promote themselves, and place themselves in situations where such traits can be of help.

According to the trait theory of leadership, any of these traits and leadership attributes can be learned and developed over time.

Examples of Trait Theory of Leadership

According to some studies, the major leadership traits that make for a successful leader include the following:

Physical and Constitutional Factors

Height, weight, physique, appearance, and health all form part of physical and constitutional factors. Some scientists believe that these factors can have an impact on a person’s activity and success.

However, it is important to remember that not all successful leaders throughout history were considered conventionally attractive. In other words, while certain physical characteristics may aid in success, that is not to say that they are necessary.

Intelligence

Leaders are often deemed as possessing a higher level of intelligence than the average intelligence of their followers. As a result, this is often considered the most important characteristic.

In this case, intelligence is described as the ability to interpret problems, analyze accurately, and think scientifically. This allows good leaders to make decisions that help the group progress.

While this is a quality related to the human brain and its functioning, many psychologists believe that the proper training programs can help improve intelligence.

Self-Confidence

Many great leaders are self-assured and confident in their actions and beliefs. In turn, they inspire confidence in their followers.

Decisiveness

Great leaders tend to be confident in their actions and decisions. They are also aware that making tough choices is a responsibility that lies with them.

Emotional Stability

Successful leaders are often known for acting consistently and controlling or regulating their emotions. This is especially true for negative emotions like anger. In doing so, they can avoid overreactions.

Flexibility and Adaptability

Great leaders are those that can think outside the box. Being flexible is an ability that makes leaders adaptable, which means that they deal better with sudden changes and crises.

Courage and Responsibility

Good leaders are those who are willing to take on responsibility, who don’t shy away from challenges, and who are able to take ownership of their mistakes.

Communication

Most successful leaders are skilled in the art of communication. This includes knowledge of various interaction techniques and being able to communicate successfully – with colleagues, team members, and other leaders.

Role Model

When team members are unsure of how to complete tasks, they typically look to their leaders for guidance. For this reason, leaders need to be skilled and willing to help. Great leaders are also typically skilled at planning, delegating, analyzing, controlling situations, and decision-making.

Trustworthiness

Good leaders should have the ability to work with team members seamlessly, and in the process, earn their trust, confidence, and loyalty. This ensures willing cooperation from team members without the need for pressure.

Foresight and Vision

Successful leaders need to have the ability to accurately visualize and predict trends, and act accordingly.

Empathy

Empathy, the ability to see things from another person’s point of view, is an important skill for people in leadership positions. It helps leaders to understand others and their behavior, as well as to be accommodating when necessary. It also helps to build better relationships in the workplace.

Motivation

Another characteristic of a great leader is the ability to motivate and inspire employees or team members to give their all in the workplace.

However, keep in mind that this is not an exhaustive list, and merely serves as suggested common leader traits among successful leaders according to the trait theory of leadership. Even if they don’t have the majority of these traits, a person could still be a successful leader. Similarly, someone who has all of these leadership skills may never come into a leadership position.

Over the years, many other lists have emerged with common leadership traits. Some studies may contain as many as fourteen, while others may only include three or four.

Other examples of leadership traits that have been found in other lists include:

• Insight
• Alertness
• Initiative
• Persistence
• Emotional Intelligence
• Sociability
• Masculinity
• Dominance
• Extraversion
• Conservatism
• Agreeableness
• Conscientiousness
• Openness
• Neuroticism
• Honesty and Integrity
• Charisma
• Creativity
• Need for Power
• Problem-solving skills

Due to the changing nature of leadership, society, and atmospheres in the workplace, leadership traits tend to differ. While older lists from early research may consider a masculine, dominant person a better leader, later lists from newer research may focus more on interpersonal skills and integrity.

Advantages and Disadvantages of Trait Theory of Leadership

Perhaps the biggest advantage of the trait leadership theory is that it is based on science, unlike the Great Man theory. Within the Great Man theory, researchers were attempting to find a correlation between a limited number of traits and effective leadership. However, research has since shown that leaders have more traits than were included in the original Great Man theory list. As a result, the Great Man theory was discredited.

As it aims to find differences between individuals, the trait theory of leadership is considered one of the major theoretical areas in the study of the human personality. It was one of the first systemic attempts at studying and understanding the nature of leadership.

This trait approach functions with the core belief that human personalities are formed from various traits, as opposed to learned techniques, and attempts to measure them.

However, the trait theory of leadership has also been highly criticized, with many researchers believing that these critiques are reasonable. One of the critiques is that while the theory itself is straightforward, it consistently fails to produce equally straightforward or clear results.

Advantages

The main advantages of the leadership trait theory are:

• The focus was moved from the Great Man theory, which opened new possibilities in the field of leadership studies
• Significant advances in the study of human characteristics and personalities
• Leadership is no longer reduced to as little as five major leadership traits or a few leadership styles, it is considered more complex
• It offers guidance to leaders in terms of which skills and traits to improve

Disadvantages

Some of the weaknesses, limitations, and disadvantages of the leadership trait theory include:

• It fails to cover all circumstances and situations
• Different authors suggest different traits, which can make the theory confusing and unspecific
• It doesn’t consider other factors in leadership capabilities
• Fails to provide comparative results
• Doesn’t show how the performance and behavior of leaders may be affected by different degrees of specific traits
• There are no definite tests to measure the traits of leadership

Most organizations provide a service or product, and it is the responsibility of the organization to ensure that products and services meet quality standards. Products and services should also benefit clients and customers by meeting their needs.

Proper operations management inspires productivity and efficiency during the production process, which in turn ensures that products and services are of the highest quality.

High quality products and services tend to attract more customers and clients, giving the organization an edge over the competition. It also increases revenue and can make companies leaders in their industry.

Keep reading to discover everything you need to know about operations management.

What is Operations Management?

Regardless of an organization’s size, industry, or profits, operations management can be an integral part of its functioning and efficiency.

Managing the supervising, organizing, and planning of goods and services production is referred to as operations management. It is a way for organizations to ensure that their input (like materials, technology, and labor) is successfully and efficiently converted into outputs (like products or services).

Operations management involves managing things like technology, human resources, equipment, information, and any other resources the company needs to produce its services and products.

In other words, operations management is responsible for getting the most out of the organization’s resources. Its goal is to increase the organization’s efficiency, productivity, and profits while reducing its waste and cost.

Operations Manager Roles

When new clients are brought on board, the operations manager is responsible for working out budgets, choosing employees for the projects, and helping to ensure that deadlines are met. Operations managers are also responsible for things like defining roles and responsibilities, helping with employee engagement, and overcoming obstacles to ensure that the organization continues to run smoothly.

Chief Operating Officer

An organization’s COO (Chief Operating Officer) is usually second in command, and one of the company’s highest-ranking executive personnel. They report directly to the CEO of the company (Chief Executive Officer) and are responsible for helping to ensure that the day-to-day operations in the organization run smoothly.

Operations Manager

The operations manager is responsible for production, staffing operations, overseeing product development, and keeping track of inventory.

While the specific responsibilities and roles of an operations manager typically depend on which service or product the company offers, there are some general responsibilities or operations management strategies across the board that fall into the hands of operations management.

Operations Management Strategies

Cooperation Between Departments

Because every operation in a company is cross-departmental, operations managers typically need to work alongside and cooperate with other departments.

In order to understand the needs of customers, for example, an operations manager usually works with the company’s marketing team. This helps to ensure that the services rendered, and products manufactured, by the company will be able to meet the needs of customers.

Similarly, an operations manager may need to cooperate with the purchasing department in the company to gain insight into things like the availability of materials, costs, quality problems, and sources of supply.

In turn, the operations manager will be able to maximize resources in the process of production, to achieve optimal productivity.

Designing Products

Another thing that operations management is involved in, is the design process and creation of products and services that are sold to customers by the company. This can include reviving old ideas, creating new ideas, and expanding on current ideas to create new products and services.

It is the responsibility of the operations manager to ensure that existing products and new products are designed in such a way that they suit and fill the need of the consumer.

Forecasting

Another responsibility of operations management is making the necessary forecasts; accurate future event predictions based on past trends.

For example, an operations manager often needs to predict the demands of consumers in relation to the products or services of the company. This is done by relying on market research and data (from the past and present) about the consumption of the services and products offered by the company.

Making such predictions can help a company determine the product volume that needs to be produced to meet market and customer demand.

Deliveries

Operations management oversees an organization’s delivery management. This includes ensuring that the services and goods are delivered on time, following up with consumers to confirm whether the delivery of their services or goods was correct, and checking customer satisfaction by making sure that the goods or services delivered met their needs.

In the case of an unsatisfied consumer, the operations manager has to obtain feedback and forward any complaints to the appropriate departments.

Supply Chain management

The supply chain process – each product’s entire process from raw materials to a product that can be sold – is also managed by operations management. The product production, shipping, distribution, and delivery are all managed by an operations manager.

Part of the job includes controlling the process of production, managing inventory, overseeing sales, and finding suppliers with reasonable prices to supply the company’s finished product.

When done correctly, this can help to reduce overhead costs, maximize efficiency in the production process, and deliver products to customers in a timely manner.

Improving and Optimizing the Process

It is the operations manager’s job to continuously look for ways to improve upon the existing processes in the company. For example, finding ways to reduce costs without compromising quality standards or customer satisfaction.

This is done by analyzing the production processes, determining what is done well and what is done incorrectly, checking results, and finding ways to improve.

Ideal Skills for Operations Management

There are several skills that aid in effective operations management.

Organization

An excellent skill to have when working in operations management is organization.

Operations management is responsible for planning, executing, and monitoring projects from start to finish, and needs to retain focus while doing so. These managers often have to oversee and supervise various projects and processes at once, without getting overwhelmed or distracted.

For this reason, having good organizational skills can help to ensure maximum productivity and production efficiency.

A lack of adequate organization can lead to piles of uncompleted tasks and the loss of important documents or valuable company time, which affects the project’s success.

Good People Skills

Because of the near-constant interaction with people, across multiple departments, it can be very beneficial for those in operations management to have great people skills. These managers need to be able to relate with customers or clients, colleagues, company employees, senior managers, and stakeholders – on both a personal and professional level.

Additionally, good people skills also require good listening, communicating, being tolerant, understanding differences, and resolving conflicts.

Coordination

Coordination is another great skill to master when working in operations management.

This includes simultaneously acting out several different activities and switching between them, without negatively impacting production. It also includes the integration and use of time, resources, and activities in order to reach company goals.

Good coordination skills can also be very useful in times of crisis or disruption. In such situations, it is often the job of operations management to come up with solutions quickly, and guide the company toward returning to the normal routine.

Tech Savvy

In this day and age, technologies are advancing at a rapid pace. It is the job of operations management to stay informed on all the technological advancements and improvements in their respective industry.

In turn, these advancements can be used for design process improvement, and managers can ensure that their business processes are tech compliant and efficient. Technological innovations can also be used to improve the company’s internal processes, via things like automation.

When modern organizations rely on technology for carrying out operations, it also gives them an edge over competitors in the market.

The Benefits of Operations Management

When an organization has a seamless operations management process, there are many benefits. These include high-quality goods and services, satisfied customers, motivated and productive employees, increased revenue, reduced costs, and a competitive advantage over other companies.

Quality Management of Products and Services

Operations management normally has a list of processes and a checklist with the objectives of the company and the needs of the customer. It is then used during pre-production to make sure that everything on the checklist is met.

This is also a great way to ensure that everyone involved in the project is aware of the goals the product or service needs to achieve in order to meet customer demand.

Upon completion, the final product will also be assessed by operations management with this checklist in mind, and the pre-production and manufacturing process will be reviewed to ensure maximum efficiency.

Compliance

Organizations need to adhere to a set of rules and regulations, in order to avoid fines. It is the job of operations management to ensure that these rules are followed and that the company is operating in a lawful manner.

Employee Motivation and Productivity

When employees feel left out of the loop, or as if they are not contributing to the company in a meaningful way, they can become demotivated and less productive.

Operations management is responsible for ensuring that employees understand their roles in the organization and how they contribute to the company’s success. This maximizes the efficiency of production and makes for a happier working environment.

Satisfaction of Customers

Negative customer reviews can be bad for the reputation of a business and make it difficult to gain and retain clients. For this reason, it is important to keep customer satisfaction and the needs of consumers in mind when creating products or services.

A quality Management process is conducted by operations management to ensure that products and services meet the needs of customers. In cases where the organization is a service provider, customer satisfaction is especially important, and the operations manager will have processes in place to ensure the quality of the service.

There are several activities involved in gaining customer satisfaction. These include:

• Production Planning – Making sure there are no production lapses, and that goods or services are delivered in a timely manner
• Quality Management/ Quality Control – Ensuring that the company maintains consistently good products or services
• Employee Capacity – Making sure that the right employees are selected for the right project roles
• Inventory Management – Ensuring that the organization can keep up with the demands of customers

Reduce Costs

When a company adequately maximizes its production of quality services and products, its productivity, and its customer satisfaction, there will be a significant reduction in production costs and the costs of rendering services. In turn, there will also be a waste reduction and an increase in revenue.

This can be achieved by effective operations management.

Revenue Increase

When an organization has a good reputation and a high rate of customer satisfaction, it can lead to expanding a customer base or gaining a new one, which then leads to a revenue increase.

Revenue growth in a company can help to launch new services and products and provide an increase in resources.

Competitive Advantage

Effective operations management is a great way to ensure that a company is ahead of the competition, giving it a competitive edge in the market. This can be done by managing the internal and external factors in the organization and consistently ensuring that the products or services of the company are tailored to consumer demand and industry trends.

Tactical vs. Strategic Operations Decisions

To ensure that operations run smoothly, there are important decisions to be made. These include both tactical and strategic operations decisions.

Strategic Operations Decisions

Decisions in a company that has long-term consequences and effects are referred to as Strategic Operations Decisions. Often, these types of decisions require resource commitments and large expenses.

Examples of strategic operations decisions include:

• The location of each production facility
• Organization of labor and equipment
• The kind of technology that will be incorporated
• The long-term capacity and resources of the organization

Tactical Operations Decisions

Decisions in the company that have short-term or medium-term effects and consequences are referred to as Tactical Operations Decisions. It is easier for these to be revised or changed, and they have smaller expenses with fewer resource commitments.

Some examples of tactical operations decisions include:

• Contracting vendors
• Managing inventory
• Scheduling workforce
• Ensuring quality assurance

Conclusion

Operation management requires setting objectives, targeting the increase of revenue, capacity planning, optimizing the delivery of services, and ensuring quality products. Maximizing production efficiency is also done through the help of operations management.

It is important for those working in operations management to understand the roles they play in the company’s bigger picture.

With effective operations management, a business can gain an increase in revenue, maximize profitability, reduce operating costs and waste, successfully reach goals, and increase consumer satisfaction.

What is Pacesetting Leadership?

Pacesetting leadership happens when a leader sets examples of high quality, high pace, and high performance. This type of leader values results above anything else and expects team members to follow the example they have set. In general, this leadership style does not bring the best results for employee engagement in the long term, but serves quite well to reach short-term goals.

Pacesetting Leadership Style at a Glance

As the name suggests, leaders with a pacesetting style set the pace that they want the organization to run on. The idea is that team members pay attention to how the pacesetting leader does things and matches their quality, performance, and speed. The pacesetting leader then expects the team to do as they have modeled. The team is required to meet the leader’s high expectations, and if the team does not meet these standards there will likely be problems.

A pacesetting leader needs to ensure that they do not assign a task to an employee who is not equipped to complete the task well. Therefore, it is essential not to rely on a pacesetting style in isolation. An effective leader uses more than one style of leadership.

What does the word ‘pacesetting’ mean?

When looking at a specific definition, we need to include the following two points:

• Something or someone that sets the pace.
• Someone, something, or an entity that is progressive and setting trends that others want to follow.

What Are the Elements of Pacesetting Leadership?

Trend-Setting

The most important underlying thing to remember is that a pacesetting leader leads by example – they set trends. When someone cannot keep up with the trend the leader sets, they are left behind.

Initiative

Pacesetting leaders tend to set lofty goals that are sensitive to time. Such a leader, therefore, requires initiative to get high-quality work done quickly. In some cases, where an employee lacks the necessary skills to meet the leader’s expectations, they might have to make way for the leader to take over. It is, therefore, essential for this style of leadership to have highly competent employees employed in the right team.

Requirements are Communicated Clearly

Ambiguity is unacceptable for a pacesetting leader. An effective leader in this leadership style cannot have unclear requirements for their team – high expectations cannot be met if they are not understood. Everyone needs to know what this leader is expecting employees to do.

Furthermore, many employees require someone to provide guidance along the way so that they can successfully reach the end goal. Thus, an effective pacesetting leader does not micromanage, but checks in and ensures that the high-quality work that is being done is done correctly.

Self-Motivation

The pacesetting leadership style calls for someone who is highly self-motivated. The pacesetting leader sets expectations for high standards that are met on each major project quickly and efficiently. They expect a skilled team that is not prone to employee burnout and is eager to learn and apply their new skills for the sake of rapid growth and excellence. Pacesetting leadership works from the assumption that their highly skilled team is at the same level of self-motivation and that this will ensure job satisfaction and high-quality work.

What are the Advantages and Disadvantages of Pacesetting Leadership?

Advantages of Pacesetting Leadership

The pacesetting leadership style has some significant advantages to consider.

Issues are addressed quickly

Whenever issues arise, they are most often dealt with quickly and efficiently. This means that updates are required regularly and that problems do not spiral out of control but are addressed as they arise.

Highlighting the competencies of a highly skilled and experienced team

A pacesetting leader expects a team with experience who is highly skilled. This kind of team already knows where their strengths lie and how to make the most of the strengths of each team member.

Business goals are achieved quickly

As we have mentioned before, pacesetting leadership is better suited to high-quality output short-term goals.

Cons of Pacesetting Leadership

Here we look at the fundamental disadvantages that pacesetting leadership can have.

Pacesetting should not become part of the system

Pacesetting leaders can become complacent and hire other pacesetters who can polarize the work environment. It can also lead to only fellow pacesetters being promoted which would mean that after a while the management team might all be following the pacesetting style of leadership. This can have a significant impact on the company culture.

Employee Engagement is low

In many of these situations where a healthy working environment is lacking the team will not feel like a team. Building team morale and establishing relationships are not prioritized. Where there is an extreme focus on high standards, constant improvement, and quick work, employees are more likely to burn out.

Employees receive little or no feedback

When a project is being threatened, pacesetting leaders work either by taking over or getting rid of poor performers. This is not good for building team morale.

Work becomes repetitive and boring

When work is entirely result-oriented, it can quickly become dull and boring. This type of leader doesn’t value innovation or creativity much and is more concerned about deadlines. It is not a long-term leadership style.

Trust is lost

Ordinarily speaking trust is not very high in a team that has a pacesetting leader. This has an impact on productivity because team members are not confident in their work – they spend a lot of time second-guessing their work. Furthermore, the manager does not trust the team either.

Employees can feel stressed, overwhelmed, and unmotivated

Teams that are under this style of leadership can quickly fall to pieces when every team member is not at the top of their game already (intrinsically motivated and highly skilled). This is not an environment suited to employees who want learning opportunities and guidance in their work. Furthermore, criticism from some belonging to this style of leadership leads to team members losing self-esteem.

How to Improve Pacesetting Leadership?

As we have mentioned, pacesetting leadership is better suited to a highly motivated team that needs to achieve quick results without a lot of direction. Regardless, there are some considerations that can improve your experience with this style.

• Pacesetting leadership needs to be used sparingly. Disadvantages only arise when it is applied long-term.
• Lead by example always. Some of the only examples of pacesetting leadership that are successful are those who never fail to show that they are exactly what they claim to be and what they expect their staff to be.
• Show the team trust and do not micromanage.
• Ensuring that employees have regular feedback through performance evaluations so that they are clear on where they stand and where improvement is needed.

Overall, pacesetting leadership should not be the only part of your arsenal as a leader. It is meant to be used occasionally for specific projects only.

Why pacesetting leadership is important

There are some elements of pacesetting leadership that have significance in a professional environment, and we can explore these by taking a closer look.

Underlining performance and time aspects

The pacesetting leader underpins the importance of timeliness and performance. It is no secret that delays and poor performance are bad no matter how you look at them. Needless to say, both of these elements will be essential to any business function. Any leadership style has advantages and disadvantages; what is important here is to capitalize on the advantages and to limit the disadvantages of pacesetting leadership. Choosing the right time and project for this style of leadership is therefore essential.

Focus on excellence and Model that.

Successful examples of pacesetting often revolve around what is modeled to staff.

When should the pacesetting leadership style be used?

The pacesetting leadership style can be used when there is a need for extra emphasis on time. In projects where high-quality delivery is more important than is usually the norm in an organization. In certain circumstances where morale is already low, examples of pacesetting leadership can be useful to show the workforce what is possible. Pacesetting leadership is, of course, most effective when used with other leadership styles as no such style should be used in isolation.

Which are the Goleman leadership styles?

It is difficult to speak about leadership styles without mentioning Daniel Goleman, so let us look at the styles that Goleman identifies:

• Coercive leadership style
• Authoritative leadership style
• Affiliative leadership style
• Democratic leadership style
• Pacesetting leadership style
• Coaching leadership style

Being able to implement many of these leadership styles in order to adapt to circumstances and other factors can be beneficial to any business. We have provided further detail on some of these elements below.

Coaching leadership style

This style involves coaching team members through development throughout their careers and to become the best possible versions of themselves. This takes a lot of time and requires a leader to have skills in positive people interaction. This style is only effective if employees are open to being coached.

Pacesetting leadership style

This style is the one we have been discussing.

Democratic leadership style

In this style a team is fully involved in decision-making. Any team member can present ideas and make suggestions to leaders. Emotional intelligence in this style is vital, but it can be time-consuming and can be too slow in fast-paced environments.

Affiliative Leadership Style

The focus for these leaders lies in people and relationships. Again, emotional intelligence is required for these kinds of leaders to succeed. A leader builds bonds with team members which in turn keeps team members happy. Harmony and trust are common in an affiliative leader’s team. Rewards, recognition, and feedback are important here as well.

Authoritative Leadership Style

This leadership style is focused on the long-term vision and is often called the visionary leadership style. This kind of leader must have an appreciation for the big picture – they are also able to share this vision efficiently with the rest of the organization. A leader who is authoritative can communicate effectively in a way that inspires others.

Coercive Leadership Style

Emotional intelligence in this leadership style is usually not that strong. This leader makes all decisions and only orders their team according to decisions that have already been made. Control is vital to this leadership style and this includes clarity on expectations, roles, and rules. This style can be beneficial to teams where skills are lacking but it can also result in micromanagement which has a negative influence on employee engagement.

Top-performing CEOs need to constantly be upgrading their mindset and updating their talent.

High-performing CEOS, therefore, cannot be rigid in how they do things. They may take on responsibilities related to the financial performance of the company, building and maintaining relationships with external stakeholders (such as long-term investors), and the overall health of both the company and employees (including employee reviews). These responsibilities require an adaptable and sensitive mindset that allows for change where it is necessary.

We have highlighted six mindsets that good CEOs often have, or want to master.

Emotive Mindset

Successful Chief Executives have high levels of Emotional Intelligence. They know when to show emotion and when to hold back. They need to understand how they are making employees feel. Good leaders allow their teams to know why they are doing what is being asked, where it fits into the company’s mission, and how it can potentially impact customers and the organization as a whole. It’s important that people understand where they fit into the bigger picture, especially in large companies. A top team feels their position is valued within the business and knows what is expected of them.

Engaged Mindset

The best CEOs value engagement and encourage it by setting an appropriate example. Staying engaged prevents CEOs from developing unrealistic perceptions. Excellent CEOs are approachable, and their employees generally feel like they can speak to the CEO and approach the CEO’s office confidently, no matter their department or level in the organizational design. The CEO may even serve as a bridge between the board, employees, and other stakeholders. It is important that everyone within the company can experience CEOs as human beings and that both the Chief Executive and other executives are not the cause of social issues within the business, but rather set an example for what is expected from the rest of the business in terms of a harmonious work environment.

Performance Mindset

The best CEOs will be concerned with choosing the best talent for their organization at all levels, not only for the top job in the business. Performance management and talent management are extremely important to meet business objectives, and a CEO with a performance mindset places significant focus on this. Smart decisions are made about all elements of the business, including things like the operating rhythm, long-term investing, the year’s budget, etc.

Prosperous Mindset

The best CEO views challenge as an opportunity for growth. In fact, a CEO with a growth mindset will always see adversity as an opportunity. They tend not to focus on what they don’t have, but would rather make strategic moves to try and improve on what they do have. A close and productive relationship with board members comes in handy for this mindset as this supports the CEO’s ability to have meaningful discussions with directors about improving the health of their companies. Additionally, these CEOs set meaningful goals that can have a real impact on their companies.

Decisive Mindset

Top CEOs know when there is a need for tough calls, but they also know how to keep themselves accountable for the outcomes. They make confident decisions with the data that they have. If the decision they have made no longer makes sense after some time has passed, then they make changes to accommodate new requirements. They combine profit with passion to build great businesses.

Transporter Mindset

A successful CEO leads from all angles. They understand the value creation of difference and variety and they know when to change their position on something to best support the right team in their companies. The transporter mindset is multidimensional and includes the following:

Front

Leading from the front is often the obvious position for leaders to take, but it can also be where a CEO gets stuck in a leadership model that focuses too much on front leadership.

Middle

This position happens when a CEO keeps evaluating what their surroundings are and then engaging from all sides. The CEO devotes time and effort to employee engagement and values the opinions and of each person that works in the company. They want to focus on serving others.

Back

This CEO wants no one to be left behind. They want to make sure that all employees have what they need to be successful. They want to bring attention to their team rather than themselves, and they take pride in excellent resource allocation and a strong relationship with each individual working with them.

Side

CEOs that lead from the side cheer employees on and give them direction to achieve wild success throughout their careers. They also stop them from wandering too close to the edge. Many leaders lose sight of their staff’s performance, but the risk of this is much less when a CEO leads from the side.

In Closing

We know that research shows the recipe for success in leadership is not universal. When a CEO, and by extension, the board can focus on each of the points highlighted in this article, they may well end up making a positive impact on their company leadership that will push the team towards shared success – and this applies across multiple industries.

HR audits comprise of comprehensive assessments of the entire HR function. Generally speaking, an HR audit needs to establish whether the HR department is efficient and effective, how people are managed within an organization, including development phases, performance management, selection, and recruitment.

This also involves keeping on top of employment laws which keep evolving; HR compliance is one of the essential functions of the HR department. Although auditing can be seen as a negative thing, it can help companies identify areas for improvement as many audit checks allow for improvements to be made for future audits.

We have designed a human resource audit checklist that breaks up into important areas of the HR department.

HR Audit Checklist divided into 6 Categories

Before you proceed with a human resource audit, it’s beneficial to have an HR compliance checklist on hand to ensure all areas of compliance are covered. An HR checklist is also essential not just for audits but also to ensure that daily operations and HR processes align with best practices.

Overall Company

The overall company HR audit checklist template should strive to include some of the following (depending on your company’s needs):

• How do HR professionals communicate with upper management and employees?
• What times does the company run? Is there a schedule?
• Is the company Equal Employment Opportunity Compliant?
• Is there a probation period for new employees? If so, how long does it last?
• Are employees aware of whether they are part-time or full-time?
• Are working hours and expected hours compliant with legal expectations?
• How many employees are there and how are they divided between part-time and full-time groupings?
• How many managers and supervisors are there in the company?
• Does the HR department have goals, and are they being followed?
• Does the company have mission and vision statements?

Record Keeping and Documentation

When it comes to documentation and record keeping, there is a lot that is at stake in terms of HR compliance:

• Is there a specific process that helps to keep track of time?
• What is the retention policy for documentation?
• Are all labor laws relevant to the workplace visible as per the regulations in your country?
• Are supervisors and managers trained on how to manage personnel files?
• What is the security placed on record keeping and documentation?
• Is there a secure location in which personnel files are stored?
• What is the official system related to personnel files and documentation in terms of retrieval, storage, disposal, etc.?
• What information is kept in these files?
• If the system is digital, how is it protected and how is access managed?
• Is filing done promptly? How are files and documents protected in between filing?

Safety, Wellness, and Workers Compensation

Here are some considerations related to employee safety:

• Do you have a written policy for how confidential material is stored, accessed, and disposed of in the workplace?
• Are employees thoroughly trained in safety procedures?
• Are there programs in place to help employees on their return after a leave of absence?
• Is there a clear understanding of how chemicals in the workplace need to be handled and stored? Are employees trained on the various aspects of these regulations?
• Does the workplace allow minors on the premises? If so, are proper steps taken to protect minors from potential harm, and the company from potential legal issues?
• Are new employees able to attend training sessions related to OSHA regulations and other such policies that can impact their safety at work?
• Are disabled employees accommodated in accordance with the local Disabilities Act?
• What are the company’s policies related to emergencies?
• Is the workplace set up in an appropriate ergonomic manner?
• Do policies related to pregnant staff meet Employment Laws in your country?
• What are the HR practices and policies related to drug testing and are they compliant with local laws?
• Do all your employees know and understand how important injury reporting is? Do they feel comfortable reporting injuries?
• How do you assess whether accidents in the workplace are reported and adequately investigated?
• What are the company’s policies about verbal abuse and discrimination? Is legal counsel available to employees who might find themselves in abusive situations?
• What HR compliance measures are in place for bullying prevention? Are there any employee training programs available?
• Are managers trained in handling situations where a worker has been subjected to any kind of abuse on duty?
• Is all reasonable accommodation made to protect employees from harm in the workplace?

Employee Relations

The following list can be included in an employee relations checklist:

• Exit interviews are a valuable tool to ensure that the company’s objectives are actually being met. Does your company have these interviews in place?
• What is the main performance appraisal tool that is used in your performance evaluations?
• What is your company’s standing with the local Equal Employment Opportunity Commission and are all these regulations available to all your employees?
• In terms of employee classification and beyond, does your company meet local employment criteria?
• What are the policies in place to protect employees who exercise their rights?
• Business processes must include clear and fair policies for filing complaints in the workplace.
• What are the disciplinary processes in place for those who violate policies in the workplace?
• How are performance issues handled? Is there a thorough review process that staff are made aware of during the onboarding process?
• Are there clear evaluation processes across various departments that can help to assess performance?
• An HR audit checklist should include details about how performance evaluations are conducted; preferably, these should also be detailed in the employee handbook.
• What is the attendance policy and how does it tie into the employee benefits and job descriptions that are available?
• Employee retention calls for a positive work environment, including a fair idea of how this is maintained between supervisors and staff?

Worker’s Compensation and Employee Benefits

Worker’s compensation and benefits checklists should generally attempt to include the following:

• Are employees paid in a timely manner?
• Who notifies the HR department of work missed due to a medical condition?
• Do leave policies meet legal standards?
• How does the company manage overtime compensation and is this information included in the onboarding process?
• Is the average salary in line with current regulations? Does this include employees who are on minimum wage?
• Are employees informed about their compensation rights?
• How does your business meet legal requirements for compensation of non-exempt employees for extra work?
• Do leave and vacation laws meet local compliance regulations?
• How are work hours monitored?
• Does your pay structure comply with the national pay scale (even with minimum wages)?
• What employee benefits are on offer?
• What policies are in place for employee retention and recruitment? HR audits require a fair idea of all of these HR functions.
• In any regular HR audit there should be an indication of salary ranges for various positions in the company.
• Does your company have a compensation committee as part of your human resources department?
• Who, in the human resource department, is responsible for negotiating benefits and compensation?

Recruitment

When it comes to recruitment, an HR audit checklist should include the following:

• Do employees know about policies related to discrimination and harassment?
• Are HR policies in place for wellness, attendance, harassment, drug testing, etc.?
• HR audit checks want to know if there is an official orientation program.
• Is there an employee handbook and is it up-to-date?
• Is the employee handbook available to all employees?
• Where do exempt employees find their place in your company classification process?
• How are independent contractors tested for classifications?
• How are employees distinguished from independent contractors?
• How are people notified of their appointment after interviews?
• Who makes final hiring decisions?
• Is there an application form for prospective employees? This would need to be available during HR audits.
• What do company employment contracts contain? Are there sections related to external factors that might impact work?
• How are vacancies advertised and how are job descriptions shared?
• An HR audit will also look at how sensitive information is stored.
• For an HR audit, state how the company goes about hiring new staff?
• How are candidates verified?
• What part of the HR performance is responsible for selecting candidates for interviews?
• Does your company have a designated recruitment manager?

Final Words,

In this article, we have included an example of an HR compliance audit checklist that covers diverse elements of human resource management. Maintaining this list is a good way to maintain good practices in preparation for an HR audit, but also general for daily operations.

It is essential to ensure that anything provided in the HR audit is actually practiced within the organization as it is likely that employees will be questioned during an HR audit.

In addition to the above, here are some additional considerations to make in preparation for an HR audit:

• When preparing for an HR audit remember to include lists and introductions to company policies and employee handbooks that are available to employees.
• When HR policies are updated, ensure that training sessions are available. All employees need to be up-to-date about procedures and policies.
• Keep record of feedback made to the HR team by other employees.
• When changes are made due to a human resources audit, employees should be kept informed.

Frequently Asked Questions

Some of the most common questions that come up about a human resource audit may be:

Who Conduct HR Audits?

Human resources audits are conducted by external auditors; this is because there cannot be bias in HR audits. It is possible for internal HR professionals can conduct an internal audit so that they can help to establish whether their department is functioning optimally or where improvement might be required.

How Do You Audit an HR Process?

Start with collecting as much data as you can. This also includes external data related to things like industry averages. Combine this with your internal data. Once data is collected and an in-depth study conducted in preparation for an audit, compare results to best practices to see where possible improvement needs to be made.

What is human resource management?

HR departments fulfill a number of duties, including creating and maintaining policies and procedures in support of business goals and objectives. This department is ultimately responsible for ensuring that business objectives are met. Furthermore, the HR department is responsible for the company culture – ensuring that employee relations are positive, and thus fostering employee retention.

Human resource management also works on the distribution of company benefits and the management of employee performance. A positive work environment is key to organizational success, and the HR team maintains this to a large degree.

What are the functions of human resource management?

The functions of human resources management depend on the size of the business, the type of employees, and the industry. The HR department sources talent and strives to improve communication within the business.

Some other functions of human resource management include:

• One of the core HR functions is professional development, from simple orientation to advanced training programs. Employee training is essential to the company’s success as it ensures upskilling within the organization.
• Many HR departments are responsible for implementing and managing incentive programs as part of performance management. Having incentive programs in place motivates employees and increases employee happiness through job satisfaction.
• Annual HR activities may include the development and implementation of employee development programs. This encourages employee growth and increases their sense of job security as they often feel that the company is investing in them.
• The human resources department takes responsibility for many workforce management operations. They create and implement policies and procedures, handle grievances from employees, work closely with labor unions, etc.
• The HR department will also conduct a job analysis to determine what is required of a specific position before it is filled. After the analysis is complete, they would create the job advertisement and description as necessary.

What are the responsibilities of human resource management?

When taking a broader look at HR functions, it becomes clear that HR professionals are expected to create and implement measures that improve the efficiency of the workplace. This overarching responsibility can be divided into different individual responsibilities that are easier to measure.

Human resources are expected to maintain safety, which includes elements like data protection. This is important because data breaches are extremely harmful to organizations, as are worker’s compensation claims. Security measures have to be in place, and aligned with national requirements to minimize threats.

In addition to safety regulations, there are other regulations that a business needs to comply with. It is the responsibility of the human resources department to ensure that the company complies with all regulations. HR professionals need to keep abreast of regulations, changes that are made, and new legislature that is introduced. Some of this is industry and country-specific.

We have made some mention of human resource practices also involving training employees through activities like induction programs, team building, etc. Training programs often increase employee satisfaction and benefit the company in return. It helps to retain talent, which is another core responsibility for the HR team. It is not uncommon for different teams to have slightly different needs. The HR team establishes these needs and then implements plans to meet these needs. This can include anything from organizational culture to enhancing work-life balance.

Part of employee relations that the HR department takes care of includes the administration of benefits and pay. Fair compensation and benefits are important to employees who will pay attention to these things during the hiring process. They know what other employees in their industry make and will expect similar benefits for similar jobs. Having fair pay practices, including pay raises, can help boost productivity and attract new employees.

Another one of the essential HR functions is staffing and succession planning. Hiring managers form part of the HR department and help to attract the best candidates to become new employees within the business. It is up to HR to ensure that qualified candidates who meet requirements are given an offer that is attractive enough to ensure that the business is staffed with the best employees possible.

Human resource management and small business

There are essential HR activities in any size business, but the role that human resource management plays in small businesses can have higher stakes. This is simply because one employee is much more valuable to a small company than to a very large company. Things like performance reviews for existing employees and better hiring practices for potential employees become even more important in small businesses.

There are some steps that a small business owner can take to give themselves more of a competitive advantage in the HR department:

• They can ensure continual development compensation or opportunities for employees.
• Company policies can be clearly stated in an employee handbook that is made available to all employees.
• Ensure that an HR professional is active in the recruitment process and plays a part from the beginning (writing job descriptions) to the end (onboarding in accordance with business needs).
• Engage in assessments related to company goals and performance management. Establish where there are gaps that might be filled by additional employees. Address concerns related to specific employees identified during a performance evaluation.

HRM systems and software

In the modern, highly globalized, and digitalized context, the number of contract-based workers has steadily increased over the last few years. Management of these various contracts can place strain on general HR activities as contract workers require more maintenance than permanent employees. This has led many HR professionals to turn to software for support. The software can assist with onboarding, performance management, health insurance, payroll, etc. This frees up time and resources that HR professionals can devote to more stringent management of company benefits, company culture, compliance, etc.

Why use a human resource management system (HRMS)?

HRMS simplify and automate basic administrative functions and are essential elements of business success. Where the focus is on the employees, an HR manager can:

• Establish and maintain all regulatory compliance.
• Make decisions driven by data.
• Eliminate redundancies to save costs.
• Retain employees and enhance engagement.
• Optimize productivity in the workforce.
• Manage employees more efficiently.
• Improve the essential responsibility of the hiring manager.

Frequently asked questions about HRM

What is HR compliance?

Any organization must comply with several employment laws depending on where they are located. It is the responsibility of human resources to ensure that all these regulations are met. This means that HR professionals need to consistently monitor regulatory requirements, and they need to understand them. Where necessary, they need to create training programs to ensure that employees also understand regulations, as that often ensures a safe work environment for all.

What are the seven functions of HR?

Generally speaking, HR functions include seven basic elements that everyone can agree on. These key functions are most often found in all businesses, no matter the size, and are expected to be performed by the HR department.

1. Risk Management
2. Labor Relations
3. Policy Creation
4. Compensation and Benefits
5. Training and Development
6. Recruitment
7. Strategic Planning

What are the five main areas of HR?

HR functions can be divided into five main areas. HR professionals take on many different activities to ensure wellness and stability in the organization and among employees. These five main areas form the core of these HR functions:

1. Employee Relations (conflict resolution, addressing complaints, working with unions, etc.)
2. Safety and Compliance (Monitoring legislature, safety measures, compensation claims, etc.)
3. Training and Development (Hiring process, creating and implementing education opportunities)
4. Compensation and Benefits (pay scales, benefits packages, profit sharing, etc.)
5. Recruitment and Staffing (Arbitrating contracts, identifying talent gaps, etc.)

What are the three major roles of human resources management?

The role that an HR manager plays in an organization can be divided into three primary objectives:

1. Management of personnel. This includes conflict resolution, oversight of development and training, and ensuring healthy employee engagement.
2. Change management. HR professionals ensure regulatory compliance and will enact procedural changes to ensure compliance as needed. They also need to make sure that employees understand regulations and follow them accordingly.
3. Administration. Writing job descriptions, managing benefits packages, etc., are all examples of HR administration.

What is human resource management and its functions?

Human resource management professionals engage in supporting employees by creating and maintaining a positive workplace environment. Exactly what it does depends on the industry and individual company’s needs. Usually, however, it includes employee relations, training and development, compensation and benefits, performance management, and recruitment.

Most leaders don’t spend enough time pondering the differences and effects of leadership styles and allow their gut feeling to guide them. Although a good leader does have a certain extent of valuable intuition, an element of self-awareness is necessary to identify the most effective leadership style in every circumstance.

Daniel Goleman’s leadership styles clearly designate six leadership styles most leaders adopt. This author is also the remarkable mind that created “Emotional Intelligence,” “Leadership: The Power of Emotional Intelligence,” and “Primal Leadership,” all highly insightful books.

In this article, we will explore the six Goleman leadership styles and how they relate to daily operations in an organization.

What Are the Six Goleman Leadership Styles?

Goleman’s six leadership styles emphasize the prevailing truth that being the boss of an organization doesn’t necessarily make you a leader. In many cases, managers that lack interpersonal skills drive employees to their co-workers for advice rather than turning to their leader.

The six leadership styles discussed here were designated by Daniel Goleman, a psychologist and author who did extensive research on the topic of leadership styles and was able to establish six fundamental leadership styles based on his knowledge of emotional intelligence and how it relates to leadership.

The Foundation of the Goleman Leadership Styles

The foundation of the Goleman leadership styles involves questions regarding who has the most significant impact on the workplace environment and who dictates the atmosphere and makes the rules in the organization. The answer to these questions should be the leader.

Leadership styles are determined by the factors that influence an organization’s workplace environment, including:

• Responsibility
• Flexibility
• Performance
• Standards
• Clarity
• Commitment
• Rewards

Specific leadership styles dictate the degree of freedom and flexibility a leader is willing to allow employees, how responsible employees feel, and the importance of standards in the organization. Leaders expect varying degrees of performance, commitment, and determination from their employees.

Daniel Goleman’s leadership styles include the following:

The Authoritative Leadership Style

Authoritative leaders follow a visionary leadership style. They prefer setting goals and having clear insight into the organization’s direction while still allowing employees to be innovative and experiment.

An authoritative leader trusts in their employees’ capabilities instead of trying to control their every move, so they tend to yield excellent results. This hands-off visionary style, in conjunction with setting finite goals, often leads to higher productivity rates and employee efficiency.

When authoritative leaders establish clear visions and show their employees the bigger picture, they’re effectively enabling staff members to act according to what activities will bring them a step closer to their objective. A good visionary leader is likely to generate higher employee retention and engagement.

An authoritative leader trusts that their employees’ skills align with the organization’s goals and that they are contributing to the success of the company due to their strong sense of commitment.

Practicing an authoritative leadership style will effectively motivate employees to do their best because they have a clear view of how their work fits into the bigger picture of the organization and its direction.

People generally don’t like uncertainty much, so this leadership style is effective in that all employees feel informed and engaged in securing the future of the business. Although authoritative leaders are still recognized as the authority, people tend to respect their position because they have the freedom to navigate how their actions contribute to achieving a common goal.

Under authoritative leadership, employees feel free to take risks, experiment, and innovate.

How to Become an Authoritative Leader

• Set a clear vision and establish common goals
• Give people something to work towards
• Allow employees to experiment and calculate risks
• Welcome free speech
• Maintain honesty and transparency in the organization
• Establish a finite recognition and reward system
• Evaluate all the rules, practices, and procedures in the organization
• Align all rules, practices, and procedures with the organization’s vision
• Openly share knowledge
• Remind employees of the bigger picture regularly

The Coaching Leadership Style

The coaching leadership style is less common among leaders, as many people associate this leadership style with strict deadlines and time efficiency. However, if the coaching leadership style is executed appropriately, it has the potential to yield exceptional results.

Coaching leaders focus on building trust and rapport with their direct reports by conducting intimate conversations with employees to navigate their professional and personal development goals.

Following the coaching leadership style means taking a genuine interest in the lives, goals, and career objectives of employees, which effectively gains their engagement and loyalty. A coaching leader makes employees feel like the organization sincerely cares about their development and doesn’t solely view them as a means to get the work done.

Employees are more inclined to perform optimally and make improvements if a coaching leader is actively involved in their growth as a person. Leaders often forget that employees are individual people with complex lives, but a coaching leader recognizes the individuality in the workforce and makes an effort to ensure employees feel respected, appreciated, and valued.

Coaching leaders often guide their employees to identify their strengths and weaknesses, so they can set appropriate short- and long-term goals. By drawing the connection between employees’ daily tasks and their aspirations, coaching leaders help motivate employees and establish strong emotional bonds with them.

The coaching leadership style challenges employees to step outside their comfort zones and take on more demanding tasks so they gain confidence in their abilities. By improving a person’s abilities and skills, coaching leaders enable employees to grow and develop within themselves without the fear of failing.

How to Become a Coaching Leader

• Establish deep and emotional connections with employees
• Ask staff members many questions about their lives and their work
• Show sincere interest
• Arrange frequent meetings with employees
• Have more intimate and personal conversations
• Listen to what employees have to say
• Help employees identify their strengths and weaknesses
• Help staff members set goals
• Connect daily operations with long-term objectives
• Delegate difficult assignments
• Challenge people to leave their comfort zones
• Believe in each employee’s potential
• Tolerate minor failures

The Affiliative Leadership Style

The fundamental basis of the affiliative leadership style is shifting the focus to the emotional states and needs of the employees rather than putting too much emphasis on achieving goals.

Affiliative leaders are skilled at creating meaningful relationships with employees and promoting loyalty and a sense of community by maintaining a harmonious working environment.

The affiliative leadership style is an incredibly effective tool for building relationships and trust in teams, and affiliative leaders usually implement this leadership style when the organization is facing issues involving poor communication, trust issues, or low employee morale.

This leadership style is not as effective when it comes to performance enhancement, but the affiliative style is useful in resolving issues among employees. Affiliative leaders tend to view personal time and downtime as an opportunity to gain emotional capital that may be required in pressured situations.

Affiliative leadership aims to make employees feel respected and valued by focusing on their feelings and emotional needs. The immense degree of empathy and emotional intelligence of an affiliative leader goes a long way in creating a more resilient team dynamic.

An Affiliative leader avoids setting too many restrictions and limitations for their employees and instead fosters innovation and risk-taking. Such leaders effectively support employees’ creativity and self-belief by allowing them to decide how they want to proceed.

The affiliative leadership style shouldn’t solely revolve around praising employees without delivering constructive feedback, as this may result in mediocrity and poor performance.

That is one of the main reasons why the affiliative leadership style is most commonly implemented in combination with the authoritative leadership style.

How to Become an Affiliative Leader

• Create strong relationships with employees
• Focus on the human aspect of employees
• Pay close attention to employees’ feelings and needs
• Have deep and meaningful conversations with employees
• Praise the success of employees
• Support innovation and risk-taking
• Promote team harmony and resonance
• Encourage employees to take some downtime
• Don’t implement inflexible rules
• Allow employees a lot of freedom
• Give positive feedback generously
• Create a sense of community and ensure a positive work environment
• Never take credit for employees’ success

The Democratic Leadership Style

Democratic leaders are typically well-versed in communicating and listening to employees’ perspectives. Even if some employees don’t necessarily say what leaders want to hear, democratic leaders maintain an open mind.

The democratic leadership style creates an honest and safe work environment where all employees can speak their minds and collaborate to develop better solutions.

The democratic leadership style works best when a leader needs the input of their employees to create a vision or new ideas. A democratic leader fully comprehends that a vision cannot be realized without the support and acceptance of the entire team.

A democratic style is the best approach when you want to build resonance and commitment, as democratic leaders are often viewed as team members instead of authority figures. A democratic leader is always open to employees’ thoughts and opinions, leading to practical feedback sessions.

The democratic leadership style is particularly effective in diverse teams where members have varying viewpoints, and the leader needs to establish common grounds for better collaboration. In such instances, the ability of a leader to understand and relate to employees’ needs and perspectives is crucial.

Democratic leaders are skilled at involving all team members in the decision-making process by openly inviting people to share their opinions and ideas. Furthermore, when employees play such a significant role in making decisions, they gain a sense of accountability for the outcomes.

The democratic leadership style is most suitable in organizations where the employees are skilled, qualified, and competent in their respective fields and can actively promote the company’s success. Conversely, a democratic approach is not the right leadership style in organizations with reluctant employees, as a highly competent team is required for democracy to be effective.

How to Become a Democratic Leader

• Listen attentively to employees’ thoughts, opinions, and concerns
• Never criticize an idea or opinion
• Never punish people for speaking their minds
• Take ample time to comprehend a person’s perspective
• Involve employees in the decision-making process
• Maintain high employee morale
• Create an environment of trust, respect, and commitment
• Learn to manage conflict constructively
• Become a trusted team member
• Use democratic leadership to gain acceptance of unpopular choices

The Pacesetting Leadership Style

The most distinctive element of the pacesetting leadership style is the consistent pursuit of excellence. Pacesetting leaders value precision and success above all else and continuously set higher standards for both themselves and their employees.

A pacesetting leader strives to execute every activity optimally and promotes efficiency and productivity to boost performance in the work environment. Poor performers who don’t have the ability to deliver these high standards are often replaced by those who can.

The primary characteristic of a pacesetting leader is to be the best and continue improving. They don’t have much tolerance for lagging or lazy employees that don’t rise to the occasion. The persistent emphasis placed on results and achievements inevitably influences the dynamic of a team under the management of a pacesetting leader.

The risk of burnout is much more threatening under pacesetting leadership as employees are constantly pushed to exceed expectations and work harder to meet the demands of their leader.

Therefore, it is essential that a pacesetting leader provides their team with ample support, direction, and encouragement because the absence of positive feedback and morale boosters may result in poor performance.

The key to executing the pacesetting leadership style successfully is working with a highly skilled team of professionals who are both competent and motivated and don’t need excessive support and direction to succeed. When such circumstances are possible, pacesetting leadership will prove to be extraordinarily effective.

Pacesetting leaders are most effective in the initial phases of an organization’s life cycle. In these entrepreneurial stages, a pacesetting leader will serve as the engine that drives development and business growth.

Various leadership styles can be implemented in conjunction with the pacesetting leadership style to yield the best results. For instance, affiliative and visionary leaders may practice certain characteristics of the pacesetting leadership style to achieve exceptional outcomes.

How to Become a Pacesetting Leader

• Continuously strive for perfection
• Focus solely on objectives
• Become an expert in as many areas as possible
• Set your standards very high
• Don’t over-communicate
• Be sparse with collaboration
• Demand only the best performance from employees
• Identify and replace poor performers rapidly
• Expect comprehensive and self-direction
• Restrict initiatives among employees
• Be sparse with feedback
• Give little to no praise
• Maintain a high level of pressure
• Remain oblivious to your own weak points
• Don’t delegate tasks
• Stay focused on numbers and results

The Commanding Leadership Style

This leadership style demands complete compliance from employees. Commanding or coercive leaders give their employees orders and assignments without going into detail regarding the purpose of the task. A commanding leader does not tolerate it when employees question their decisions and require team members to fall in line with their objectives.

Coercive leaders tend to practice complete control over every situation and procedure, and if employees don’t want to submit to their needs, they tend to resort to anger and threats. A commanding leader seeks obedience and loyalty from their team members, and they are likely to think they are always right.

By constantly criticizing employees’ performance and actions, commanding leaders significantly undermine their team members’ confidence and morale, leading to little to no motivation among employees.

Coercive leadership yields a disengaged workforce with little understanding of how their contributions fit into the organization’s direction. Employees become less committed and productive with every criticism and are more inclined to pursue other opportunities.

Although the pitfalls of the commanding leadership style are hefty, there are benefits associated with this style. For instance, if a commanding leader practices coercive leadership reasonably, it could greatly benefit an organization experiencing a crisis or emergency.

Forceful and decisive leadership is sometimes necessary to mitigate a disastrous occurrence that demands fast and effective actions. Coercive leaders must seize every opportunity and take the initiative to set the whole organization on the right path and ensure the appropriate measures are in place in a commanding style.

Coercive leadership involves quick thinking and targeted actions in dire circumstances, and only highly skilled leaders can practice this leadership style without causing discord in the organization.

How to Become a Commanding Leader

• Demand obedience
• Exercise complete control over every situation
• Focus on the mishaps of employees
• Never give employees praise
• Never delegate authority
• Be demanding, cold, and intimidating
• Criticize every action of employees
• Restrain from explaining employees’ roles in the organization
• Be forceful and demand immediate compliance
• Discourage innovation and initiative
• Make fast and precise decisions
• Disregard employees’ reactions and feelings
• Fire staff members erratically

Conclusion

Based on individual circumstances, successful leaders must have the ability to exercise all six styles appropriately instead of relying on only one leadership style to generate the desired results.

All these styles have respective and equally significant benefits in various situations, although some may be more suited for long-term sustainable leadership. A sound comprehension of the Goleman leadership styles can equip leaders with all the tools they need to manage and inspire their team members to exceed in their fields and effectively drive the organization to success.

An interim chief executive officer holds the fort in the organization while you look for a new permanent CEO.

The process of finding a new CEO can endure much longer than one first expects, and an organization will need the crisis management skills and expertise of an experienced interim CEO during this transition period.

An interim CEO can ensure the gears of the business keep turning, and the status quo is maintained so you can focus on hiring, onboarding, and training a new chief executive officer who can effectively fill the position long-term.

What is an Interim CEO?

If for whatever reason, the position of CEO becomes vacant, it makes sense to start looking for a permanent, long-term chief executive officer. However, finding executive talent and onboarding a new CEO can be an extended process.

While this process is ongoing, an organization will significantly benefit from an interim executive officer that can step into this position immediately and meet the high demand for leadership skills.

Interim executives are regarded as valuable crisis management tools to provide stabilization for senior staff as they attempt to retain organization and order in a confusing transition period.

The primary responsibility of an interim CEO, among other interim CEO roles, is to focus on sustaining the organization’s goals and values and keeping all current projects and initiatives on track. The interim CEO must collaborate with tenured directors and board members to keep the company functioning optimally while the search for a new executive officer continues.

When Are Interim Executives Necessary?

Whether the departure of your CEO is unexpected or planned, interim CEOs play an essential role in ensuring the organization has the leadership it needs to reach its goals and thrive in the future.

The following cases describe instances where interim CEOs are required:

Managing the Unplanned Departure of a CEO

A CEO may have to leave an organization unexpectedly for various reasons. The absence of a dedicated CEO combined with the lack of a sure successor can be an exceptionally nerve-wracking time, and an experienced interim CEO can alleviate that stress to a great extent.

A competent Interim CEO can fulfill the responsibilities of the position and ensure the status quo of the organization is maintained until the board of directors finds a permanent CEO.

Brief Leadership Requirements

When changes in the direction of an organization are required, the company’s current CEO may not possess the necessary skill set to execute the transition seamlessly. Additionally, an upcoming transition in the organization may require the current CEO to step down.

In such instances, an interim CEO can bridge the gap and offer the leadership skills the organization requires on a short-term basis. An appropriate example of this includes hiring a qualified interim CEO to take on the responsibility of leading an exit strategy when a company is sold.

Hiring an interim CEO can thus be regarded as a way of generating desirable results for an organization. Whether they are simply fulfilling this role until a permanent executive steps in on a permanent basis, facilitating the duties of the current CEO, or preparing to become the organization’s permanent CEO, interim CEOs are exceptionally valuable for every company to achieve success.

What Are the Types of Interim Chief Executive Officers?

An interim CEO takes many forms depending on the need of an organization. One business may be in need of a highly engaged interim leader, while another may require the person in the interim role to serve as a manager and oversee the daily operations of the employees.

The duration that an organization would need an interim CEO largely determines the type of interim the company will need to hire.

• Interim Executives step into interim CEO positions for between two months and a year.
• Interim-to-Hire executives fill the CEO position immediately while the company searches for a more permanent candidate.
• Fractional Executives are hired for this position on a long-term basis, although it is not a full-time position.
• Project Executives step into a position to offer their specialized expertise for the purpose of helping companies solve a particular problem.

Benefits of Hiring a Qualified Interim CEO

As the CEO handles countless duties, an interim CEO must fulfill this position to the highest possible standard and be involved in everything from business development and finance to human resources and marketing.

A qualified and competent interim CEO will step into the role with the following attributes:

An unbiased perspective and analytical mind – Interim CEOs can evaluate the state and operations of the organization objectively and report back to shareholders without the involvement of political influences.

The ability to manage a crisis – The departure of a permanent executive often leads to a great deal of anxiety among employees. They may feel unsure about daily operations and what the future of the organization holds. Competent interim CEOs are highly beneficial in mitigating disruptions and ensuring the business stays on track. An interim CEO can bring a calm and controlled atmosphere to the workplace and serve as a director while the board members decide on a permanent solution.

The ability to navigate the transitions – An experienced interim CEO has undergone several transitions in companies and is familiar with the ins and outs of organizational change. They can focus on the operations of the company and alleviate some of the stress associated with transitions.

Introducing a new leadership style – When an organization hires an interim CEO, it allows them to test a new leadership style and see its results. A CEO will adopt a management style that conforms to the dynamics of the organization over time. Although this is valuable, a company may need a change of pace every so often. If an organization isn’t performing optimally, an interim CEO’s new way of leading and managing may be the best thing to happen to the organization.

The ability to prioritize – Interim CEOs can collaborate with other board members and employees to discover the areas they are well-versed in and those they are not. Such interactions can help the board determine which areas in the organization should be prioritized. It will also facilitate the process of identifying desirable qualities in the leader they will hire next.

Other Interim Positions

Every C-suit employee plays a significant role in the success of a corporation. The board of directors may hire interim COOs and various types of interim professionals to fill their empty seats and ensure the maintenance of the organization’s value for shareholders.

Some other key executive positions companies may need to fill at times include the following:

• Interim CFO (Interim Chief Financial Officer)
• Interim CMO (Interim Marketing Officer)
• Interim COO (Interim Chief Operating Officer)