We’re always looking for ways to increase motivation and morale and have engaged employees. Not surprising given that increased employee engagement has consistently been shown to increase such critical business performance indicators as customer loyalty, staff retention, quality, sales performance and revenue growth. However, we often overlook the role of the frontline leader and how they can impact frontline employees.

Research shows it is overwhelmingly a person’s direct manager that has the biggest impact on an employees well being and performance at work.  A manager and their leadership skills directly impact how engaged an employee is with their work.

In most organisations the majority of managers are frontline managers.  There are more frontline managers, than middle managers and senior managers.  This alone suggests frontline managers have the potential to influence the biggest number of employees, your frontline employees.

How do you harness this untapped potential?

Your frontline managers need to become your leaders.  Frontline leadership practices can easily be learnt and applied, and your business will feel the results.

Leadership skills for this level of manager are not dissimilar to more senior leaders, but they are not often taught.  They revolve around activities such as providing effective feedback, specifying behaviour and how to set achievable goals.  Frontline managers also need understand and communicate the big picture and how the frontline roles contribute to it.

Take a tip, and invest in your frontline leaders – you won’t regret it.

For more indepth information on frontline leadership see www.brava.co.nz