Every business leader influences their employees, but that influence should proceed with intention and a clear understanding of the desired end state of their workplace culture and its relationship to company objectives. A leader moving without a clear, consistent focus can very quickly erode confidence and lead to toxic impacts that can be difficult to reverse and impact the company’s financial bottom line. Leaders of small businesses, in particular, should realize the direct line between leader-employee functioning and company stability.
Becoming an effective influencer as a leader is not a simple task. If it was, there would be a smaller percentage of disgruntled ex-employees and broad-based reduction in workforce turnover. A commonly referenced fact in human resources is that a majority of employees leave their employers due to management and failures to lead. From personal experience, having supported many entrepreneurs of large and small organizations over the last 20 years, a sampling of common, consistent reasons for employees departing shared with me include: