Are your managers people who your employees want to follow? Do your managers regularly encounter resistance and wonder why they can't achieve the results they want or why their employees won't follow their lead? More importantly, are employees just following managers because they are the boss, or because they are genuinely inspired and motivated by their leadership?
"Why won't they listen and follow me?" is one of the most common frustrations managers have. Few realize, however, that it takes more than just authority, a position of power, and demands to get people to truly follow you and engage in your vision. Engaged followership is also not something that happens overnight. It takes days, weeks, months, and sometimes even years to position yourself as a trusted, respected, and emotionally intelligent leader that people take pride in following. You earn your followers with your words, actions, and attitudes.
How do you become a manager people want to follow? Start simple. Ask employees these questions on a regular basis.
How are you?
This question conveys that you care not just about the work, but about employees as people. Naturally, employees follow managers who care about them and will resist managers who show indifference to their needs and interests. Managers who take time to have intentional conversations, demonstrate an interest in the people who work for them, and learn about employees as individuals, gain followers. Care elicits trust and trust breeds followers. Here's a quick self-check to determine how well you are showing you care about your people:
- Do you know your employees' spouses and children's names?
- Do you know your employee's birthday?
- Do you know what your employee does for fun?
- Do you know what your employee's personal goals are?
- Do you know what your employee's personal challenges are?
- Do you ever go above and beyond to help employees with something non-work related?
- Do you ever call or visit employees to see how things are going at work and personally?
How can I support you?
Do you convey that employees are at work to serve you and help you reach your goals, or do you believe that you are there to serve them and help employees reach their objectives? Asking this question shows that you are focused on serving employees and their needs and not just yourself. Conversely, when employees sense that you are just trying to use them as a means to an end, they usually won't follow you.
Great managers who are followed are those that serve their people by resolving problems and going to great lengths to support their people. They view their role as servants to their followers and not their followers as servants to themselves. This mindset radically changes their behavior as managers. They become more concerned with how they can meet their employees' needs and prioritize those needs above their own.
How can I help you succeed?
People want to work for a winning team. Employees follow managers who make the right decisions and lead them in the right direction. Exceptional managers pave the way for employees' success - not their failure. They get people from point A to point B.
In order to do this, managers must be effective at managing work and achieving results through others to gain the respect of their followers. Managers who are able to lead and coach their teams and employees with effective problem solving, goal-setting, planning, and management of the work, have team members who want to follow them.
Similarly, managers who help their employees and their teams do better gain followership. Managers who show their employees the right way to work, help them develop their skills and capabilities, redirect them when they do something wrong, and build a competent team gain followers. People follow managers that make them better employees.
What do you think?
People want to follow managers who are interested in their perspectives, suggestions, and involvement. It makes them feel important and purposeful. When invited to contribute to a new project, be involved in creating a new product/service, or asked to provide their views on an issue, employees feel empowered. Managers who consistently ask employees for their opinions, ideas, and involvement and consider a diversity of perspectives can gain lasting followers.
Don't ask these questions just once or even a few times. Keep asking them of your employees (perhaps in different ways) over and over again. They will make employees feel cared for, empowered, worthwhile, and supported -- and those positive feelings will inevitably help turn an average employee into an engaged follower.