The art and science of leading people go hand in hand. Few managers are fully aware of their responsibility to improve employee engagement and overall mental health in the workplace. If you’ve ever had the misfortune of working for a crappy boss, you know how much management can impact your career and stress levels at work.

Here are five practical keys to becoming a highly effective leader:

Always Willing to Acknowledge:

“Appreciation has the amazing habit of bringing more reasons to be grateful for,” said Isabella Koldras.

Supporting resources in fulfilling their duties, giving credit, and promoting an open and honest work culture are all part of the responsibilities of a manager. Great managers see it as their responsibility to acknowledge the accomplishments of their resources rather than brag about their accomplishments. Leaders like Clinton Orr Winnipeg are always careful to recognize the accomplishments of their employees to keep them motivated at work. Clinton Orr Canaccord has built strong relationships with business leaders, retirees, and other professionals and genuinely cares about every client.

Always willing to admit mistakes:

The worst thing you can do as a leader when you make a mistake is to ignore it. Your team will get the impression that you are inefficient or don’t care about results. With your team, it destroys mutual respect and trust.

To remedy the situation, explain your options, take steps to correct it, and deal with the consequences if something goes wrong. To improve things in the future, learn from your mistakes.

You are always willing to take risks:

Building a positive learning culture that encourages creativity and innovation requires active risk-taking. Knowing that projects can’t be completed perfectly allows teams to work on them more quickly.

By eliminating the shame of failure, your team will feel more comfortable taking on new assignments and projects while keeping their jobs.

A culture that accepts the possibility of failure to achieve great results can be developed by willingly admitting failure. But that does not mean workers can take risks. Your team is solely responsible when something goes wrong that could have been avoided.

Employee development has always been important to them:

Constructive criticism of your employees is still necessary if you are to motivate them to take calculated risks and accept mistakes. Help team members develop their skills and responsibilities when there is room for improvement in terms of performance.

Great leaders know how to provide clear direction to help their team members succeed and achieve their goals.

Eliminate productivity barriers:

The secret to increasing employee motivation and engagement is removing barriers. According to workplace productivity studies, rewarding employees doesn’t mean giving them medals and giving teams freedom doesn’t mean giving them complete control. More creativity is driven by money.

Employees need to know that you are there to help them overcome the obstacles that are holding them back from progressing and achieving their goals if you are to keep them engaged and motivated.