Jason Kulpa Shares 7 Ways to Maximize the Effectiveness of Your Company’s Leaders

A business is only as strong as its leaders. If the management team isn’t performing well, the CEO’s vision will not be realized. Systems and processes will fall apart, and soon, the company will as well. In this article, Jason Kulpa, founder and former CEO of UE.co, details seven tips that will ensure the effectiveness of a company’s management team.

1. Trust your team

Many managers find it difficult to trust their employees. This can result in extra work for the manager and employees that will never take full responsibility for their actions. A manager who trusts their team can give direction and then not engage in that task or project again until they review the results. They are free to move on to something else. Employees that feel trusted will do their very best to avoid breaking that confidence. Teach your management team to trust their employees.

2. Be consistent

Inconsistency breeds confusion. Do it this way today and that way tomorrow will inevitably leave employees feeling unsure of themselves. As a result, they will avoid taking the initiative and wait to be told precisely what to do. Establish standard procedures and processes, then stick to them to the extent possible. Foster a culture of consistency.

3. Be clear

Unclear instructions cause more problems in a business than anything else. By using concise language, restating instructions more than once, and asking questions to discern if the employee understands, a manager will avoid many mistakes. Clearly explain to your management team that clarity is imperative.

4. Practice the basics

A common mantra for a sports team experiencing a less than stellar season is “back to the basics.” This is for a good reason. If employees do not master the basics of their job, role, or responsibility, it will be difficult to move to the next level. Ensure your management team understands the importance of teaching the basics of each employee’s job and return to them if performance begins to wane.

5. Reward and recognize

The best way to motivate employees to perform at their best is to recognize a job well done and reward success. The reward need not be lavish or expensive. A plaque, gift card, or premium parking space will do. It’s the recognition that they have done well that inspires them to do even better.

6. Be the example

Always practice what you preach. If you tell your employees one thing, then do another, they will lose confidence in you as a leader. If you want your employees to work longer hours, be the first one in and the last one to leave. If you want them to look sharp — upgrade your wardrobe.

7. Make work enjoyable

Employees spend most of their time at work or sleeping. The quality of their lives depends on how much they enjoy their work. Make work fun. Rewards, recognition, small friendly contests, and the like can keep work interesting and more enjoyable.

Each company will have different challenges. These seven tips are certainly not the be-all and end-all of business management but teaching these seven tips will help your management team be more effective, and your employees perform at their best.

About Jason Kulpa

Jason Kulpa is a serial entrepreneur and the Founder and CEO of UE.co, San Diego’s Fastest Growing Business multi-year award winner, and a Certified Great Place to Work multi-year winner. Mr. Kulpa is a San Diego’s two-time winner of the Most Admired CEO Award of the San Diego Business Journal and a semi-finalist for the Ernst and Young Entrepreneur award. Under Mr. Kulpa’s leadership, in 2018, his teams volunteered at over 24 events and worked side-by-side to improve the San Diego community. They hosted a gala dinner benefiting individuals with autism, cheered on Special Olympic athletes as they broke their records on the track, and brought school supplies and cold-weather gear to students impacted by homelessness. Jason’s mission is to bring awareness, support, and inclusion for special needs causes.

All opinions expressed on USDR are those of the author and not necessarily those of US Daily Review.