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I
FOLLOW
I
LEADWHEN
Management lessons from
history’s greatest leaders
produced by
2| learn more share this
Introduction and Contents
Great Expectations
Developing Leaders
Boss Behaviour
Togetherness & Teamwork
1
2
3
4
Tools
Quotes
6
7
A leadership position in a modern-day organisation comes with a
multitude of challenges. Sometimes you have to solve these problems on
your own, though more often than not someone before you has faced a
similar situation. Building on the knowledge of the past plays an incredibly
important role in improving your efficiency.
Taking inspiration from history’s greatest minds, from Roman Emperors to
African Presidents, we have compiled the wisdom of these world-
renowned leaders and applied it to every component of managerial life.
This is your ultimate guide to get both your company ahead of the crowd,
and your mind-set ready for world domination! Here’s what you can
expect in the pages ahead:
Work Environment5
A little about us8
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1. Great Expectations
Align the Psychological Contract with the
Employment Contract
Spedan, the son of John Lewis - founder
of the prolific department stores - joined
the family business at the age of 19.
After his father’s death and a serious
horse-riding accident left him unable to
work for 2 years, he began implementing
full employee-ownership by distributing
profits. This soon developed into the John
Lewis Partnership. Based on a mutual
understanding between employees
and their employer, this strategy
fundamentally adopted a principle called
the psychological contract.
Providing a clear framework for an
employment relationship, particularly
its future, is of the utmost importance.
Without this forward-thinking outlook,
drastic discrepancies can form between
the expectations of the two parties. John
Lewis boasts employee happiness as
part of its mission statement, and a clear
psychological contract fundamentally
underlies the relationship they have with
their employees - not the employment
contract.
So what is the psychological contract?
It refers to the unwritten set of
expectations of the employee:employer
relationship.
What’s the difference?
Think of it as the difference between
expectations (psychological) and
John Spedan Lewis
Note: The psychological contracts are
unique to each employee:employer
relationship, and much like the
professional role an employee occupies,
the criteria and requirements will alter
over time and vary drastically from person
to person.
People working for the same firm and
same boss can have distinctly different
psychological contracts; and this means
they require some management.
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promises (formal/professional job role
contract). Miscommunication between
employee and employer is the key cause
of incomplete psychological contracts,
and therefore an unhappy, unbalanced
workforce. It is often extremely difficult
to fully anticipate the future demands
of an employment arrangement; so it’s
unrealistic to think you’ll get this right first
time…at least not without some practice!
What happens if it’s not done right?
A psychological contract that’s not valued
and taken care of can lead to a highly
dangerous outcome: “presenteeism”. This
is a relatively new concept that describes
workers who are present in the office in
body, but far from present in mind... at
least to any productive extent. In fact,
prolific presenteeism can actually be more
damaging to a business than employees
who take too many sick days.
workers who are present
in the office can actually be
more damaging
4in 1O
people regularly
consider quitting
their job.
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The solution?
We’ve all heard it before, communication is key! Make
sure that, right from the offset, both employer and
employee are open and honest about their expectations
for the future. Integrate individual learning and
development into your job descriptions. This creates
transparency around the role and incentivises a culture
of new leaders rising from the inside. These people will,
in turn, make sure the company apportions time and
money towards personal growth so that everyone shares
reasonable expectations of commitment and success.
Ultimately, this will considerably diminish the chance of
presenteeism as trust is formed. Your psychological and
employment contracts will be aligned, and decisions will
be made with everyone on the same page!
A great boss sits down with a
new employee right from the beginning
and identifies priorities. Discuss the
performance review, and how you define
“excellent performance.” You should hold
discussions regularly with regards to
expectations from that point on.
tip:
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2. Developing Leaders
“Follow Nature for Guidance”: Become a Parent
Marcus Aurelius
Marcus Aurelius, Roman emperor from
161-180 AD was the last of the “Five
Good Emperors”. His book “Meditations”
is revered as a literary monument to
philosophy. Marcus ruled Rome as he did his
own home; as a parent.
We know you can’t ‘rule’ your office as a
parent, but the best managers view their
position as more than just a boss: something
to the tune of coach, mentor…a leader. But
who is the ultimate leader to the newest
individuals born into your organisation?
Their manager. And what is the one thing a
newborn needs more than anything?
→ A parent!
So for you leading parent figures of the
office, we’ve got some key focus areas:
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Find each person’s unique talents
Like any good parent, a manager
observes their employees to find out
what they do best. Talk to them about
what aspects of their job they enjoy
most. Tap into and leverage the instincts
and skills of your employees. This
creates a win-win as you’re able to reap
the rewards of employee satisfaction
and employees grow increasingly
inspired and confident.
Give feedback
Some bosses wait until the formal
performance review to relay negative
feedback to their employees. When this
happens, employees are left thinking:
“Why didn’t you tell me sooner?! I
could have tried to change or do things
differently.”
Giving employees feedback along the
way establishes an open relationship.
There’s a sense of conversation,
leadership, and cooperation.
Empower people to make
Part of nurturing self-growth is
empowering your employees to
show leadership over their own lives.
Give your employees the tools and
Striking the balance
You may sometimes assume that your
employees know exactly what to do and
how to do it. Other times, you call all
the shots, giving in to the certainty of
doing everything yourself…whilst your
employees learn nothing. Imagine you’re
riding a chariot like this one:
A great leader can recognise the
importance of not pushing their horses
too hard, and driving them forward to
victory. Finding the equilibrium is key to
the team’s overall success!
Our advice? Take a step back from your
chariot. Think about how you can be
enough of a presence as a source of
help, but not so much as to overshadow
your team.
Tip? Enable employees to improve
their departments and team.
Your company will thrive when
you develop leaders who rise
from the inside.
Empower people to make decisions
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techniques to expand their thinking and solve
issues with big ideas. Create an environment
where creativity and problem solving are
rewarded as part of daily conversations.
Recognise people’s contributions
Appreciation is something most blogs
will talk about and, despite its almost aggravating ever-presence,
it fully deserves it and is our advice.
Did you know that companies with formal recognition
strategies reported a mean employee turnover rate that is 23.4%
lower than retention at companies without any recognition
program?
Amazing bosses(/parents!) know how to instil a deep sense of
personal satisfaction and accomplishment in individual team
members. Or, it can be a more formal recognition, like publicly
acknowledging a team member at a meeting or company event.
In the long-term, this crucially help employees to develop a strong
sense of self-confidence and self-praise.
When people feel appreciated for their efforts, they become happier and more
engaged. It goes without saying that this will improve the quality and quantity of
output from your employees.
P.S. A Perkbox never hurt an employee feeling that bit underappreciated!
Recognize your people for
their contributions–both large and
small. It can be as small as a few
words like, “Nice job, Marie.”
tip:
23.4%
higher
retenton rate
at companies
with recogniton
programs
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3. Boss behaviour
“When people are determined they can
overcome anything”
Nelson Mandela
Self-belief will lead you to managerial success. But, how can you
convince others of your own leadership skills without having
years of experience under your belt? Determination. Great
leaders are not necessarily born; they are made. Nelson Mandela
embodies this thinking, whether it was in becoming South Africa’s
first black President elected in a fully representative democratic
election or in having served over 27 years as a political prisoner. If
you lose your drive, attaining your goals becomes near impossible.
You must recognise the importance of this for both yourself and
your employees in order to achieve the best results. So, how do
you become a great leader?
Most great leaders share certain
characteristics. Remember: these can all
be learned. Rarely does one remain great
without working at their craft so attend
management seminars, read (e)books and
do a lot of self-assessment to keep leading
yourself and others to success. In the
meantime, we have a number of tips
for you inspired by Mandela himself!
tip:
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Live for your job
What’s even more important than
engaged employees? Engaged managers
and business leaders, empowered, driven
and motivated. In my experience, that’s
not a given. The best bosses we can
think of all live for their jobs, so
to speak.
Work fearlessly
To be an effective manager you
should lead by example. By daring
to try new things, you encourage
your employees to do the same. This
keeps you at the forefront of your
industry, making learning a part of
everyone’s daily lives. Combine this with
accountability for one’s actions and you
will inspire leadership all around you.
No surprises
An often overlooked but incredibly
important aspect of management is the
simple idea of consistency. Sure, we’re
all different, but if your personality
and approach to business varies on a
daily, or even weekly basis, this will
cause confusion for your team. It takes
courage and strength to maintain your
composure but by being the rock your
employees rely on you will ensure your
trustworthiness and dependability.
Be open and truthful
A great leader is direct, but sensitive.
Communication is essential. If you see
performance slipping, don’t wait too
long to talk about it. Never dodge the
truth or hoard company information that
could help your employees. You must
not be threatened by your employees’
knowledge; rather, you must encourage it.
Know your employees
Take a personal interest in your employees’ lives. An employer who understands their
employees is more likely to be sympathetic and, for example, consent to flex-time when
required. Employees who feel that their boss is caring and interested in who they are will
be more committed to their work.
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Have a feel for the business
The best managers have a solid
understanding of all the key aspects of
the business they’re in. Understand the
products, technology, market share, sales
channels and how to read an income
statement. Employees, especially if they
are new, aspire to have
a holistic understanding
of their company.
Mentor your team
Apportion time and money towards
personal growth so that all of your
employees become stronger in their
abilities: it’s that parental attitude
again! Set up regular weekly 30-minute
check-ins with your people to help them
celebrate wins and overcome any issues
they might have. And on a regular basis,
help staff understand how their actions
contribute to the overall company
mission and vision. We’ll talk more about
this in the next chapter.
3 key leader traits:
humourempathyhumility
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4. Bring teams together
“Man becomes great exactly in the degree in which he
works for the welfare of his fellow-men.”
Mahatma Gandhi
You can’t write a book about leadership without mentioning
Mahatma Gandhi. This man starved himself to keep India from its
religious division into what is now called Pakistan. But don’t worry,
you don’t need to go that far to keep your team together!
Gandhi believed in two things above all else: conflict resolution
through non-violence (i.e. dialogue) known as “satyagraha” and
self-governance known as “swaraj”. A great leader will encourage
dialogue through constant interaction and high performance within
the team. Whether we succeed or we fail, we do it together. This
creates tight bonds
of loyalty amongst
employees and
with the company.
Successes are met
with equal high
praise and rewards,
while failures are
met with encouraging acceptance and learning discussions yielding
next-step improvements. (Of course managing risk to ensure people
and teams fail safely in the first place is a must!)
Whether we succeed or we
fail, we do it together
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Connect to the company values and mission
Your company’s core values and mission are what provide
a greater sense of meaning to your team’s day-to-day
decisions. Extraordinary leaders weave the goals and
culture of the company into every aspect of departmental
operations. In response, employees become increasingly
passionate and enthusiastic about them. Study after study
shows that core values drive employee engagement and
corporate culture. In turn, that engagement and culture
drive performance.
Set collaborative goals and review progress
Harvard Business School surveyed hundreds of workers in
a variety of settings and found that the number one thing
employees said they needed to feel happy at work was
to see that they are making progress. As a leader, you can
help people see their progress by setting meaningful goals
for your department as well as for the individual – one
should be an extension of the other. You can then involve
your people in determining how they will accomplish their
objectives. This mutual exercise in establishing objectives
gives employees a sense of their own self-leadership aka
swaraj, only adding to their motivation to succeed.
Integrate creativity into
daily conversation and procedures
so that every employee feels
comfortable expressing their
creative flair when interacting with
others in the company.
tip:
14| learn more share this
To meet or not to meet?
The best leaders make sure that everyone on the team
understands the difference between a valuable meeting
and a waste of time and resources. They educate the team
on facilitation techniques and give each person constant
practice at structuring and leading effective meetings with
feedback afterwards, of course!
Efficiency vs. Efficacy
The best managers know that efficiency can be the enemy
of efficacy in the long run, and so they work to create an
atmosphere of expansive thinking. We live and work in
a fast-paced, ever-changing, highly competitive world.
You’ve got to prioritise, but once you figure out what
needs to be done, it’s generally more important to be
effective than to squeeze every last bit of productivity
out of yourself and your people. Empower your team with
time, resources and techniques to solve big issues with
big ideas.
Being an extraordinary manager means inspiring your
employees to reach for greatness. Commit to putting
the above behaviours and systems in place, and your
employees will do their work with pride, increasing their
loyalty to your business and your customers.
The 3 ingredients to a successful meeting are:
1. Setting a specific & detailed agenda
2. Inviting only the people that really need to be there
3. Providing a structured “close” i.e. leave 10 mins at the
end of the
a) what was the main point you’ve taken
from the meeting?
b) what topic should be discussed at our
next meeting?
c) which word would you use to describe
how you feel about this meeting? This
question will set expectations for closure
of the meeting.
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Food
Providing and promoting healthy
food not only has benefits for
your employees but also for you. A
nutritious diet improves stamina and
concentration, gets the creative juices
flowing and leads to more proactive,
productive employees with increased
problem-solving capabilities. It should
also mean less people phoning in sick
and an all round happier workforce!
5. Creating THE working environment
“Happiness is not a goal; it is a by-product”
Eleanor Roosevelt
Known as the “First Lady of the World” for her dedication to human and
worker’s rights, Eleanor Roosevelt was known for getting her opinions out
there no matter what the world told her she ‘should’ be doing. As a strong
campaigner against racism and an advocate for workers’ rights, she wasn’t even
afraid of denouncing her own husband’s policies in public! This woman on a
mission believed in diversity, simplicity and the power of the heart. In order to
create an environment where employees thrive with real passion for their jobs
leaders must weave these concepts into every part of the work environment.
Bonus:
CHOCOLATE can be a great mood
enhancer due to its ability to stimulate
the production of serotonin, your body’s
chemical mood enhancer! Aim for high
quality organic dark chocolate though,
with over 70% cocoa content.
16| learn more share this
Team social events
We know team drinking is fun: that’s for
certain. But does your team interact in
any other way? Find simple, productive
ways for people to work together on
things which are either not related to
work or can be indirectly linked. For
example, having
a day each month
where a certain
number of people
help out in a
charity can be
a great way to
bond. Something
less formalised,
say a ping pong
tournament or
afternoon trip to
the museum could also work. If you’re
still thinking about team efficiency, you
can always use your team activity as an
opportunity for some social media posts!
Fun Surprises
As William Cowper said: “Variety is the
very spice of life, that gives it all its
flavour.” An engaging atmosphere where
things are ever-dynamic will continue
to foster interest and intrigue from
an employee perspective. This keeps
engagement levels
sky high. If you
ever run out of
ideas to make
your employees
as happy and
productive as can
be, we’re always
here for you at
Perkbox!
“Variety is the very
spice of life, that gives
it all its flavour.”
Bonus:
Feng Shui of your desk!
Follow Eastern tradition to
optimise your desk layout!
1
2 3
4
5
6
7
8
9
17| learn more share this
Some cool ideas for office spaces:
These days everyone is always talking
about Google and Facebook’s offices.
What gets them employee satisfaction
ratings like no other business? Their
promotion of creativity and relaxation
in the office, that’s what. Allowing
employees the flexibility to not be
constantly working from 9am to 5pm
is important as this actually impedes
their productivity. Implementing
physical spaces into the office, which
allow for a release from the ins and
outs of day-to-day business is the best
way to do it. Check out some of our
favourite ideas in action.
1.
abundance and
prosperity
2.
fame and
reputation
3.
love and
relationships
4.
family and
community
5.
mind, body and
spirit
6.
creativity and
children
7.
wisdom and self-
awareness
8.
career and life
purpose
9.
helpful people
and travel
Feng Shui Bagua map
Epic: NY Subway room
Google: Slide
Box: Swings
Facebook: Games room
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6. Tools for the modern day leader
Salary Sacrifice Schemes:
Make a valuable addition to your
employee’s lifestyle with salary sacrifice.
Whether it’s a new bike or the latest
tech - pay for it upfront and recoup the
cost from your employee’s salary pre-tax.
They’ll save on something special, and
you’ll pay less NI!
Tastecard:
Get 2-for-1 or 50% off at thousands
of restaurants across the UK with
tastecard. From leading chains to
exciting independents, the only hard
part is choosing where to take your
employees to lunch!
Grokker:
A video-based platform to keep health
& well-being at the top of your priority
list. Engage in yoga, meditation, fitness
and cooking without taking too much
time out of your schedule!
Fabyouless:
If you can spare leaving the office,
get discounted rates at salons, spas,
gyms and more at both top brands
and trusted independents. Remember,
leading is tough - not least without
ample R&R!
19| learn more share this
Luckily both you and all your employees can get these
services at discounted prices with a Perkbox account!
Remarkable leadership is easily within your grasp and you
can begin to make changes today. As a result of creating a
fantastic workplace with engaged and loyal employees, your
company will accelerate! If you’re ever in doubt, at Perkbox
we’re here to help you out.
Contact us now and be sure to
check out our inspirational
quotes section below!
hello@perkbox.co.uk
0208 396 6812
/perkbox.co.uk
@perkbox
@perkbox
linkedin
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Quotes
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Full list of references available here.
A little about us
Having grown up in London, the diversity of people
functioning seamlessly within one single ‘Labour Market’
has always fascinated George. With people spending the
majority of their time at work, he realised that passion and
enjoyment for one’s job are key to ameliorating lifestyles,
and consequently specialised in both behavioural and labour
economics whilst attending the London School of Economics
& Political Science. With a background in Finance and
Consulting, experience has taught him how important the
relationship is between employer and employee. George’s
aim is to help everyone achieve their goals in the most
pleasurable and efficient way possible; using technology as his
cornerstone.
A Northern Irish born country girl, Jenna moved to London to
study a masters in communication design. Having always been
fascinated by urban environments, she studied the sociology
of how people, organisations and places we all inhabit come
together. During her masters she researched a methodology
that favours ethical, social and environmentally responsible
approaches to all forms of design. With a background in not-
for-profit and SME organisations, her main drive is in making a
difference to people’s everyday lives.
Author
George Taktak: Marketing Manager
Designed by
Jenna Edgar: Designer
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Management lessons from
history’s greatest leaders
produced by
FOLLOW
I LEAD
WHEN I

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leader ebook

  • 2. 2| learn more share this Introduction and Contents Great Expectations Developing Leaders Boss Behaviour Togetherness & Teamwork 1 2 3 4 Tools Quotes 6 7 A leadership position in a modern-day organisation comes with a multitude of challenges. Sometimes you have to solve these problems on your own, though more often than not someone before you has faced a similar situation. Building on the knowledge of the past plays an incredibly important role in improving your efficiency. Taking inspiration from history’s greatest minds, from Roman Emperors to African Presidents, we have compiled the wisdom of these world- renowned leaders and applied it to every component of managerial life. This is your ultimate guide to get both your company ahead of the crowd, and your mind-set ready for world domination! Here’s what you can expect in the pages ahead: Work Environment5 A little about us8
  • 3. 3| learn more share this 1. Great Expectations Align the Psychological Contract with the Employment Contract Spedan, the son of John Lewis - founder of the prolific department stores - joined the family business at the age of 19. After his father’s death and a serious horse-riding accident left him unable to work for 2 years, he began implementing full employee-ownership by distributing profits. This soon developed into the John Lewis Partnership. Based on a mutual understanding between employees and their employer, this strategy fundamentally adopted a principle called the psychological contract. Providing a clear framework for an employment relationship, particularly its future, is of the utmost importance. Without this forward-thinking outlook, drastic discrepancies can form between the expectations of the two parties. John Lewis boasts employee happiness as part of its mission statement, and a clear psychological contract fundamentally underlies the relationship they have with their employees - not the employment contract. So what is the psychological contract? It refers to the unwritten set of expectations of the employee:employer relationship. What’s the difference? Think of it as the difference between expectations (psychological) and John Spedan Lewis Note: The psychological contracts are unique to each employee:employer relationship, and much like the professional role an employee occupies, the criteria and requirements will alter over time and vary drastically from person to person. People working for the same firm and same boss can have distinctly different psychological contracts; and this means they require some management.
  • 4. 4| learn more share this promises (formal/professional job role contract). Miscommunication between employee and employer is the key cause of incomplete psychological contracts, and therefore an unhappy, unbalanced workforce. It is often extremely difficult to fully anticipate the future demands of an employment arrangement; so it’s unrealistic to think you’ll get this right first time…at least not without some practice! What happens if it’s not done right? A psychological contract that’s not valued and taken care of can lead to a highly dangerous outcome: “presenteeism”. This is a relatively new concept that describes workers who are present in the office in body, but far from present in mind... at least to any productive extent. In fact, prolific presenteeism can actually be more damaging to a business than employees who take too many sick days. workers who are present in the office can actually be more damaging 4in 1O people regularly consider quitting their job.
  • 5. 5| learn more share this The solution? We’ve all heard it before, communication is key! Make sure that, right from the offset, both employer and employee are open and honest about their expectations for the future. Integrate individual learning and development into your job descriptions. This creates transparency around the role and incentivises a culture of new leaders rising from the inside. These people will, in turn, make sure the company apportions time and money towards personal growth so that everyone shares reasonable expectations of commitment and success. Ultimately, this will considerably diminish the chance of presenteeism as trust is formed. Your psychological and employment contracts will be aligned, and decisions will be made with everyone on the same page! A great boss sits down with a new employee right from the beginning and identifies priorities. Discuss the performance review, and how you define “excellent performance.” You should hold discussions regularly with regards to expectations from that point on. tip:
  • 6. 6| learn more share this 2. Developing Leaders “Follow Nature for Guidance”: Become a Parent Marcus Aurelius Marcus Aurelius, Roman emperor from 161-180 AD was the last of the “Five Good Emperors”. His book “Meditations” is revered as a literary monument to philosophy. Marcus ruled Rome as he did his own home; as a parent. We know you can’t ‘rule’ your office as a parent, but the best managers view their position as more than just a boss: something to the tune of coach, mentor…a leader. But who is the ultimate leader to the newest individuals born into your organisation? Their manager. And what is the one thing a newborn needs more than anything? → A parent! So for you leading parent figures of the office, we’ve got some key focus areas:
  • 7. 7| learn more share this Find each person’s unique talents Like any good parent, a manager observes their employees to find out what they do best. Talk to them about what aspects of their job they enjoy most. Tap into and leverage the instincts and skills of your employees. This creates a win-win as you’re able to reap the rewards of employee satisfaction and employees grow increasingly inspired and confident. Give feedback Some bosses wait until the formal performance review to relay negative feedback to their employees. When this happens, employees are left thinking: “Why didn’t you tell me sooner?! I could have tried to change or do things differently.” Giving employees feedback along the way establishes an open relationship. There’s a sense of conversation, leadership, and cooperation. Empower people to make Part of nurturing self-growth is empowering your employees to show leadership over their own lives. Give your employees the tools and Striking the balance You may sometimes assume that your employees know exactly what to do and how to do it. Other times, you call all the shots, giving in to the certainty of doing everything yourself…whilst your employees learn nothing. Imagine you’re riding a chariot like this one: A great leader can recognise the importance of not pushing their horses too hard, and driving them forward to victory. Finding the equilibrium is key to the team’s overall success! Our advice? Take a step back from your chariot. Think about how you can be enough of a presence as a source of help, but not so much as to overshadow your team. Tip? Enable employees to improve their departments and team. Your company will thrive when you develop leaders who rise from the inside. Empower people to make decisions
  • 8. 8| learn more share this techniques to expand their thinking and solve issues with big ideas. Create an environment where creativity and problem solving are rewarded as part of daily conversations. Recognise people’s contributions Appreciation is something most blogs will talk about and, despite its almost aggravating ever-presence, it fully deserves it and is our advice. Did you know that companies with formal recognition strategies reported a mean employee turnover rate that is 23.4% lower than retention at companies without any recognition program? Amazing bosses(/parents!) know how to instil a deep sense of personal satisfaction and accomplishment in individual team members. Or, it can be a more formal recognition, like publicly acknowledging a team member at a meeting or company event. In the long-term, this crucially help employees to develop a strong sense of self-confidence and self-praise. When people feel appreciated for their efforts, they become happier and more engaged. It goes without saying that this will improve the quality and quantity of output from your employees. P.S. A Perkbox never hurt an employee feeling that bit underappreciated! Recognize your people for their contributions–both large and small. It can be as small as a few words like, “Nice job, Marie.” tip: 23.4% higher retenton rate at companies with recogniton programs
  • 9. 9| learn more share this 3. Boss behaviour “When people are determined they can overcome anything” Nelson Mandela Self-belief will lead you to managerial success. But, how can you convince others of your own leadership skills without having years of experience under your belt? Determination. Great leaders are not necessarily born; they are made. Nelson Mandela embodies this thinking, whether it was in becoming South Africa’s first black President elected in a fully representative democratic election or in having served over 27 years as a political prisoner. If you lose your drive, attaining your goals becomes near impossible. You must recognise the importance of this for both yourself and your employees in order to achieve the best results. So, how do you become a great leader? Most great leaders share certain characteristics. Remember: these can all be learned. Rarely does one remain great without working at their craft so attend management seminars, read (e)books and do a lot of self-assessment to keep leading yourself and others to success. In the meantime, we have a number of tips for you inspired by Mandela himself! tip:
  • 10. 10| learn more share this Live for your job What’s even more important than engaged employees? Engaged managers and business leaders, empowered, driven and motivated. In my experience, that’s not a given. The best bosses we can think of all live for their jobs, so to speak. Work fearlessly To be an effective manager you should lead by example. By daring to try new things, you encourage your employees to do the same. This keeps you at the forefront of your industry, making learning a part of everyone’s daily lives. Combine this with accountability for one’s actions and you will inspire leadership all around you. No surprises An often overlooked but incredibly important aspect of management is the simple idea of consistency. Sure, we’re all different, but if your personality and approach to business varies on a daily, or even weekly basis, this will cause confusion for your team. It takes courage and strength to maintain your composure but by being the rock your employees rely on you will ensure your trustworthiness and dependability. Be open and truthful A great leader is direct, but sensitive. Communication is essential. If you see performance slipping, don’t wait too long to talk about it. Never dodge the truth or hoard company information that could help your employees. You must not be threatened by your employees’ knowledge; rather, you must encourage it. Know your employees Take a personal interest in your employees’ lives. An employer who understands their employees is more likely to be sympathetic and, for example, consent to flex-time when required. Employees who feel that their boss is caring and interested in who they are will be more committed to their work. 10| learn more share this
  • 11. 11| learn more share this Have a feel for the business The best managers have a solid understanding of all the key aspects of the business they’re in. Understand the products, technology, market share, sales channels and how to read an income statement. Employees, especially if they are new, aspire to have a holistic understanding of their company. Mentor your team Apportion time and money towards personal growth so that all of your employees become stronger in their abilities: it’s that parental attitude again! Set up regular weekly 30-minute check-ins with your people to help them celebrate wins and overcome any issues they might have. And on a regular basis, help staff understand how their actions contribute to the overall company mission and vision. We’ll talk more about this in the next chapter. 3 key leader traits: humourempathyhumility
  • 12. 12| learn more share this 4. Bring teams together “Man becomes great exactly in the degree in which he works for the welfare of his fellow-men.” Mahatma Gandhi You can’t write a book about leadership without mentioning Mahatma Gandhi. This man starved himself to keep India from its religious division into what is now called Pakistan. But don’t worry, you don’t need to go that far to keep your team together! Gandhi believed in two things above all else: conflict resolution through non-violence (i.e. dialogue) known as “satyagraha” and self-governance known as “swaraj”. A great leader will encourage dialogue through constant interaction and high performance within the team. Whether we succeed or we fail, we do it together. This creates tight bonds of loyalty amongst employees and with the company. Successes are met with equal high praise and rewards, while failures are met with encouraging acceptance and learning discussions yielding next-step improvements. (Of course managing risk to ensure people and teams fail safely in the first place is a must!) Whether we succeed or we fail, we do it together
  • 13. 13| learn more share this Connect to the company values and mission Your company’s core values and mission are what provide a greater sense of meaning to your team’s day-to-day decisions. Extraordinary leaders weave the goals and culture of the company into every aspect of departmental operations. In response, employees become increasingly passionate and enthusiastic about them. Study after study shows that core values drive employee engagement and corporate culture. In turn, that engagement and culture drive performance. Set collaborative goals and review progress Harvard Business School surveyed hundreds of workers in a variety of settings and found that the number one thing employees said they needed to feel happy at work was to see that they are making progress. As a leader, you can help people see their progress by setting meaningful goals for your department as well as for the individual – one should be an extension of the other. You can then involve your people in determining how they will accomplish their objectives. This mutual exercise in establishing objectives gives employees a sense of their own self-leadership aka swaraj, only adding to their motivation to succeed. Integrate creativity into daily conversation and procedures so that every employee feels comfortable expressing their creative flair when interacting with others in the company. tip:
  • 14. 14| learn more share this To meet or not to meet? The best leaders make sure that everyone on the team understands the difference between a valuable meeting and a waste of time and resources. They educate the team on facilitation techniques and give each person constant practice at structuring and leading effective meetings with feedback afterwards, of course! Efficiency vs. Efficacy The best managers know that efficiency can be the enemy of efficacy in the long run, and so they work to create an atmosphere of expansive thinking. We live and work in a fast-paced, ever-changing, highly competitive world. You’ve got to prioritise, but once you figure out what needs to be done, it’s generally more important to be effective than to squeeze every last bit of productivity out of yourself and your people. Empower your team with time, resources and techniques to solve big issues with big ideas. Being an extraordinary manager means inspiring your employees to reach for greatness. Commit to putting the above behaviours and systems in place, and your employees will do their work with pride, increasing their loyalty to your business and your customers. The 3 ingredients to a successful meeting are: 1. Setting a specific & detailed agenda 2. Inviting only the people that really need to be there 3. Providing a structured “close” i.e. leave 10 mins at the end of the a) what was the main point you’ve taken from the meeting? b) what topic should be discussed at our next meeting? c) which word would you use to describe how you feel about this meeting? This question will set expectations for closure of the meeting.
  • 15. 15| learn more share this Food Providing and promoting healthy food not only has benefits for your employees but also for you. A nutritious diet improves stamina and concentration, gets the creative juices flowing and leads to more proactive, productive employees with increased problem-solving capabilities. It should also mean less people phoning in sick and an all round happier workforce! 5. Creating THE working environment “Happiness is not a goal; it is a by-product” Eleanor Roosevelt Known as the “First Lady of the World” for her dedication to human and worker’s rights, Eleanor Roosevelt was known for getting her opinions out there no matter what the world told her she ‘should’ be doing. As a strong campaigner against racism and an advocate for workers’ rights, she wasn’t even afraid of denouncing her own husband’s policies in public! This woman on a mission believed in diversity, simplicity and the power of the heart. In order to create an environment where employees thrive with real passion for their jobs leaders must weave these concepts into every part of the work environment. Bonus: CHOCOLATE can be a great mood enhancer due to its ability to stimulate the production of serotonin, your body’s chemical mood enhancer! Aim for high quality organic dark chocolate though, with over 70% cocoa content.
  • 16. 16| learn more share this Team social events We know team drinking is fun: that’s for certain. But does your team interact in any other way? Find simple, productive ways for people to work together on things which are either not related to work or can be indirectly linked. For example, having a day each month where a certain number of people help out in a charity can be a great way to bond. Something less formalised, say a ping pong tournament or afternoon trip to the museum could also work. If you’re still thinking about team efficiency, you can always use your team activity as an opportunity for some social media posts! Fun Surprises As William Cowper said: “Variety is the very spice of life, that gives it all its flavour.” An engaging atmosphere where things are ever-dynamic will continue to foster interest and intrigue from an employee perspective. This keeps engagement levels sky high. If you ever run out of ideas to make your employees as happy and productive as can be, we’re always here for you at Perkbox! “Variety is the very spice of life, that gives it all its flavour.” Bonus: Feng Shui of your desk! Follow Eastern tradition to optimise your desk layout! 1 2 3 4 5 6 7 8 9
  • 17. 17| learn more share this Some cool ideas for office spaces: These days everyone is always talking about Google and Facebook’s offices. What gets them employee satisfaction ratings like no other business? Their promotion of creativity and relaxation in the office, that’s what. Allowing employees the flexibility to not be constantly working from 9am to 5pm is important as this actually impedes their productivity. Implementing physical spaces into the office, which allow for a release from the ins and outs of day-to-day business is the best way to do it. Check out some of our favourite ideas in action. 1. abundance and prosperity 2. fame and reputation 3. love and relationships 4. family and community 5. mind, body and spirit 6. creativity and children 7. wisdom and self- awareness 8. career and life purpose 9. helpful people and travel Feng Shui Bagua map Epic: NY Subway room Google: Slide Box: Swings Facebook: Games room
  • 18. 18| learn more share this 6. Tools for the modern day leader Salary Sacrifice Schemes: Make a valuable addition to your employee’s lifestyle with salary sacrifice. Whether it’s a new bike or the latest tech - pay for it upfront and recoup the cost from your employee’s salary pre-tax. They’ll save on something special, and you’ll pay less NI! Tastecard: Get 2-for-1 or 50% off at thousands of restaurants across the UK with tastecard. From leading chains to exciting independents, the only hard part is choosing where to take your employees to lunch! Grokker: A video-based platform to keep health & well-being at the top of your priority list. Engage in yoga, meditation, fitness and cooking without taking too much time out of your schedule! Fabyouless: If you can spare leaving the office, get discounted rates at salons, spas, gyms and more at both top brands and trusted independents. Remember, leading is tough - not least without ample R&R!
  • 19. 19| learn more share this Luckily both you and all your employees can get these services at discounted prices with a Perkbox account! Remarkable leadership is easily within your grasp and you can begin to make changes today. As a result of creating a fantastic workplace with engaged and loyal employees, your company will accelerate! If you’re ever in doubt, at Perkbox we’re here to help you out. Contact us now and be sure to check out our inspirational quotes section below! hello@perkbox.co.uk 0208 396 6812 /perkbox.co.uk @perkbox @perkbox linkedin
  • 20. 20| learn more share this Quotes
  • 21. 21| learn more share this Full list of references available here. A little about us Having grown up in London, the diversity of people functioning seamlessly within one single ‘Labour Market’ has always fascinated George. With people spending the majority of their time at work, he realised that passion and enjoyment for one’s job are key to ameliorating lifestyles, and consequently specialised in both behavioural and labour economics whilst attending the London School of Economics & Political Science. With a background in Finance and Consulting, experience has taught him how important the relationship is between employer and employee. George’s aim is to help everyone achieve their goals in the most pleasurable and efficient way possible; using technology as his cornerstone. A Northern Irish born country girl, Jenna moved to London to study a masters in communication design. Having always been fascinated by urban environments, she studied the sociology of how people, organisations and places we all inhabit come together. During her masters she researched a methodology that favours ethical, social and environmentally responsible approaches to all forms of design. With a background in not- for-profit and SME organisations, her main drive is in making a difference to people’s everyday lives. Author George Taktak: Marketing Manager Designed by Jenna Edgar: Designer
  • 22. 22| learn more share this Management lessons from history’s greatest leaders produced by FOLLOW I LEAD WHEN I