Show belief in your employees

QWhile I received overall positive scores on my annual employee opinion survey, a couple said they wanted more coaching. As the Head of Finance, I don’t want to be the kind of manager that people leave the company because of. How can I be a more effective coach?

AEmployees are most engaged and satisfied working for leaders whose focus is on developing and supporting them to be successful. Here are four coaching concepts you can implement immediately.

Believe in your people: Maintain the mindset that they are totally capable. Really. It’s harder than it sounds. Give them tasks that are a stretch, show them how to achieve the target, then trust they will be successful. Don’t doubt them. Be available for help along the way. Avoid relying on the same dependable team members every time.

Recognize and acknowledge often: Creating a culture that focuses on strengths and successes will generate even more. Build confidence by acknowledging sincerely and publicly, giving developmental feedback respectfully and privately. When individuals mess up they forget they are also competent. In those moments remind them of how valued and capable they are. Reinforce the invisible — attitude, character and qualities.

Move them up and out: I know, you want to keep good people you have groomed. Admired leaders find opportunities for their people to grow beyond their role by recommending them for high visibility initiatives that match their talents and aspirations and by placing them in front of influential decision makers.

Hand over responsibility: Share the vision and how their work is imperative for its success. Set clear expectations, hand over ownership of the deliverables and responsibility for accomplishing it. Then back off. Give them room to figure it out and rescue them — shame free — if needed.

Watch the uptick in engagement and loyalty.