Managers: Here are 4 ways to help your employees build their confidence

No matter what skills or experience an employee has, if they lack confidence in their work, they will not perform to their full potential. Employees lacking confidence are afraid to take risks, share their opinions, and are uncertain about their abilities and work. Their lack of confidence can lead to underperformance.

Fear of making mistakes is a common fear among employees. They associate failure with losing the job. True growth is achieved by taking risks and learning from mistakes. Bret Bonnet is the co-founder and president Quality Logo Products. He said that confidence comes from not being afraid to fail. Encouragement is a great thing. Celebrate your successes and confidence will follow.

An Indeed survey found that 97% of employees feel more valued by their employers, which in turn leads to higher performance. Companies benefit from happier, more loyal, innovative, and more dedicated employees who work hard for the company’s long-term success.

These are three ways that managers can help employees increase their self-confidence.


Challenged Projects

Randstad discovered that employees are most likely to leave their job due to lack of challenge. Managers can encourage their employees to step out of their comfort zones by giving them challenging projects. As a motivator, setting achievable goals can keep employees interested and engaged in their work. It is important to give projects that are both challenging and achievable. Managers who fail to do so risk setting their employees up for failure. Miguel Suro, a Miami lawyer and lifestyle writer at The Rich Miser said that “as employees level up in their skill, continue to challenge them.”

It is important to assess the comfort zone of employees and their current skills. Managers will be able to identify where resistance is and where they can grow. The next step is to have a discussion with the employee about his or her professional goals. They can then work together to align their goals with an action plan, such as a project that will test them. Managers can assign projects to help employees achieve their goals, such as becoming a senior leader.

Employees want to feel that their manager is interested in their personal development and cares about them. Managers must be willing to support employees as they tackle new challenges. This will build trust and support the employee. The manager can also adjust or provide support as necessary. A manager should never abandon their employee and expect them succeed.


Recognize and Praise Their Works

Employees can be motivated to work hard even when they are struggling by giving them positive feedback. Employee confidence is built by celebrating milestones. Employees will be more motivated and focused if they are encouraged to celebrate their successes and to work together. You can do this by telling employees what they have done well and what you enjoy about them, as well as giving feedback on areas that need improvement. Mollie Newton, the founder of PET ME Twice said that appreciation is a great way to make employees feel valued and secure. This lets them know that they are on the right path and can create something worthwhile.

Traditional wisdom advised that managers should be more concerned with fixing employees’ weaknesses than building their strengths. Gallup found that employees are more self-aware, confident, and productive when they concentrate on their strengths than their weaknesses. Gallup also released statistics which revealed:

  • When employees receive strengths feedback by their managers, turnover rates are 14.9% less
  • Regularly utilizing their strengths at work makes employees 7.8 times more productive and six times more likely to be engaged
  • Feedback on strengths is 8.9% more profitable for teams and 12.5% more productive for them.
  • Focusing on strengths has led to active disengagement in the team dropping to just 1% for managers who have focused on their strengths.
  • Employers who focus on their strengths are 74% more likely than others to recommend the products and services of their company to others.


Support, clear expectations and the tools to succeed

Employees will feel more confident if they are trained on how to complete a task or how to use the tools and systems required to complete it. Monica Eaton-Cardone is the COO of Charbacks911. She shared that “I have found that employees with low confidence need additional guidance and instruction when given tasks.” Managers should take the time to explain the tasks and the systems required. Employees will feel more prepared to do the task and feel more comfortable asking their manager questions.

An employee journey map should be a top priority for managers. Employees can use a journey map to help them understand the steps they must take to reach their goals and what they should do. This visual roadmap outlines the employee’s career goals and provides a guideline for measuring their progress.

Managers can also offer support by suggesting books and resources that will boost confidence and strengthen the mindset, as well as resources that are focused on the employee’s position and career goals. A great way to help them is to get the support of a career or leadership coach. Coaching can be a great way to help employees who are struggling with communication, time management, or personal issues. It will also help them build their confidence.


Use Powerful Questions to Customize Your Developmental Needs

Every employee is driven and motivated by different things. Each individual has their own goals. Managers will be able to better understand the career goals of their employees by taking the time to talk to them and asking them questions. Managers must keep an eye on employee development in order to ensure their employees’ success. Employees feel supported and encouraged to work hard towards their goals. They may feel overwhelmed or neglected, and lose motivation.

Managers can find out what their goals are by asking both open-ended questions and more targeted questions. Managers can ask their employees questions about their current projects or focus on the areas where they are struggling. Loren Howard, the founder of Prime Plus Mortgages recommended that managers ask thought-provoking questions to help employees get to the truth without them asking. He said, “This helps them build confidence in solving problems and trains them not to rely on them.” They also realize their potential.

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