员工害怕和你谈话，连最优秀的手下都在想办法抄捷径。不是他们的工作态度变了，可能是你的领导风格有问题。身为领导做不到让员工愉快地工作，就得考虑改一改作风。

对此我们咨询了非营利组织青年企业家委员会（YEC）的12位成功企业家，得到以下回答：

问：有哪些明显的迹象是在提醒改变领导风格？

1、工作任务完不成

最重要的衡量指标就是工作进度。如果你跟周围的人打交道总是碰钉子，进展十分缓慢，要么改变自己的做法，要么改变共事的人。最容易着手的做法是，对你的管理风格做少许改动，看是不是有正面的效果。首先向员工征询他们最喜欢哪种合作方式，收集客观的答复。——智能车牌架制造商FenSens创始人兼首席执行官安迪·卡鲁扎

2、员工不再和领导互动

人们喜欢选择有好感的人合作共事。要是你有人缘，别人喜欢你，就会跟你多打交道。因此，假如你发觉主动接触你的人少了，或者工作必要的接触之外，你的团队都尽量不和你往来，可能你要改进领导风格了。——Wi-Fi视频门铃开发商SkyBell Doorbell联合创始人安德鲁·托马斯

3、不愿经常授权

当领导应该懂得什么事应该交给更胜任的手下。充分授权并信任手下会出色完成任务，这种信心是有效发挥领导作用的关键。——公关行业初创公司AirPR联合创始人沙拉姆·弗拉德加尔-梅瑟

4、领导提供意见不足

如果你的员工向同事或者其他管理者咨询意见，而不是去找你，说明你的领导风格得改改了。这种情况说明：要么你这人难以接近，要么团队成员不重视你的建议。格外留意员工找谁求教或者征询意见，从中能看出很多问题。——员工工时监控软件公司Hubstaff.com联合创始人戴夫·奈沃格特

5、员工不尊重领导

假设你得提醒团队成员你才是老板，是领导，问题就大了。这说明团队成员不再信任你，也不尊重你和你的决定，意味着你该改变自己的领导风格了。——创立网站TheAntonioNeves.com帮助职场新人培养领导技能的演说家、获奖记者安东尼奥·内维斯

6、员工纷纷请辞

员工辞掉的不是工作，而是管理者。如果你的企业离职人数不少，甚至很多，你需要评估自己的领导风格，以及影响他人的方式。幸运的是，我掌握的两家公司人员流失很少。但即便只有一位员工决定离开，我也要确保弄清他们决定离开的原因，当成改进企业的机会。——育儿数字平台Expectful创始人兼首席执行官马克·克拉斯纳

7、员工不如过去有奉献精神

倘若再没人自愿加班，主动在其他同事休假时代班，过去从来没有延误过工期现在却频频逾期，你就要郑重考虑调整领导风格了。——个人理财博客Money Crashers博主安德鲁·施拉格

8、公司的成就并没有体现领导的价值。

想搞清楚你作为领导创造了多少价值，主要有两种方法：一是你怎么看自己领导方式，二是在你领导下团队取得多少成果。我通常更注重看成果。员工有没有全力投入？成果如何？不管你有没有参与，是不是所有员工都尽其所能努力工作？看看成果就会知道身为领导表现得怎样。——传授如何博得好感的播客Art of Likability主持阿雷尔·穆迪

9、公司士气回落

大部分员工都会想方设法做好工作。（毕竟得养家糊口。）可要是员工情绪低落，办公室文化懈怠，你这个领导就碰到麻烦了。假如员工工作只图挣份薪水，公司一定是在走下坡路，唯有真正的领袖才能扭转颓势。——财富管理公司LexION Capital创始人兼首席执行官艾丽·卡普兰

10、重要目标未能达到

团队是个体的集合，优秀的领导能根据每个人的特性调整成员之间的互动，让团队更加人性化。实践起来很容易出错，而最明显的标志就是看团队能不能达成重大目标。做领导就像玩拼图游戏，有时必须晃动盒子打乱拼图块，才能重新找到思路。——光伏业初创公司Picasolar创始人兼首席执行官道格拉斯·哈钦斯

11、员工并未向领导敞开心扉

假设我跟员工谈及一项决策，他虽然赞同但很明显有些勉强，没有说出真实想法，我就明白有必要自我反省了。公司文化里开诚布公是很重要的，要让员工对手中的项目有主人翁精神，为日常工作感到自豪。优秀的领导擅于倾听。——智能仓管系统供应商SkuVault联合创始人兼首席执行官安迪·埃斯特斯

12、优秀员工做事抄捷径

要是你发现原本优秀的员工突然开始走捷径，就该反思你管理团队的方式了。若确为事实，要尽快解决问题，不能视而不见。和团队坐在一起谈心，问问他们作为领导你可以如何改进，可以帮助你实现积极的改变。——公关公司BLND Public Relations创始人兼首席执行官布莱恩尼·劳力斯

YEC是一家仅限邀请加入的组织，成员均为全球最有潜力的青年企业家。（财富中文网）

译者：Pessy

审校：夏林

Your employees dread talking to you, and your star performers are finding ways to cut corners. It’s not their attitudes that have changed. Chances are, it’s your leadership style. If you’re not the type of leader your team is happy to work for, it’s time to make a change.

That’s why we asked 12 successful entrepreneurs from Young Entrepreneur Council (YEC) the following question:

Q. What’s one tell-tale sign that it’s time to make a change in my leadership style?

1. Things Aren’t Getting Done

The only metric that matters is progress. If you’re constantly hitting roadblocks with people and not making progress, then it’s time to change yourself or the people around you. The easiest place to start is trying a few changes in your management style to see if it has a positive effect. Start by asking for objective feedback from your peers about the best way you can work with them. —Andy Karuza, FenSens

2. People Stop Interacting With You

People like to work and do business with people they like. When you’re likable, people favor you and engage with you more often. So if you find that fewer people are reaching out, or your team isn’t engaging with you beyond the bare minimum that’s needed to do their job, you might want to improve your leadership habits. —Andrew Thomas, SkyBell Doorbell

3. You’re Not Delegating Regularly

Leadership is knowing when someone else on your team could do something you’re attempting, but better. Being confident in handing over a project and entrusting that it will get done with flying colors is core to effective leadership. —Sharam Fouladgar-Mercer, AirPR

4. You’re Not Giving Enough Advice

If your employees are going to their coworkers or other members of management to ask for advice instead of coming to you, it’s a sign you need to make a change in your leadership style. This shows one of two things: You’re difficult to approach or your advice isn’t valued by your team. Take notice of who your employees go to for questions or advice—it really does say a lot. —Dave Nevogt, Hubstaff.com

5. Your Employees No Longer Respect You

If you have to remind members of your team that you’re the boss or the leader, you have a major problem on your hands. At some point, the team stopped trusting and respecting you and your decisions, meaning it’s time for a shift in your leadership style. —Antonio Neves, TheAntonioNeves.com

6. People Are Quitting

People don’t quit jobs, they quit managers. If people are leaving your organization in medium or large numbers, you need to evaluate your leadership style and how you’re affecting others. Luckily, in the two businesses I’ve owned, we’ve lost very few people. But even when one person decides to leave, I make sure to really understand their decision and use it as a tool for development. —Mark Krassner, Expectful

7. Your Employees Aren’t as Dedicated

If you no longer have volunteers willing to work overtime or cover someone who’s on vacation, and deadlines that never used to be an issue are now being missed, you need to think seriously about adjusting your leadership style. —Andrew Schrage, Money Crashers

8. Your Leadership Doesn’t Reflect in the Results

There are two main ways to figure out how productive you are as a leader: how you feel about the way you’re leading and the results you produce as a leader. I tend to focus more on the results. Are my team members engaged? Are we producing? Is everyone working as hard as they can whether I’m involved in the project or not? Take a look at your results and you’ll know how well you are leading. —Arel Moodie, Art of Likability

9.Company Morale Has Decreased

Most employees will try to get their work done, no matter what. (After all, they need to put a roof over their heads.) But when the mood and culture of your office changes, you’re in trouble. Having employees who simply work for a paycheck is a sure sign of a sinking ship, and only a true leader can steer it. —Elle Kaplan, LexION Capital

10. Milestones Aren’t Being Hit

A team is a collection of individuals, and the best leaders tailor their interactions to the idiosyncrasies that make us all human. It’s easy to apply the wrong approach, but the best way to tell is if you aren’t hitting milestones. Leadership is like putting a puzzle together—sometimes you just have to shake up the box and rearrange the pieces. —Douglas Hutchings, Picasolar

11. Your Employees Don’t Open Up to You

When I’m meeting with an employee and he/she blatantly acquiesces instead of conveying his/her true thoughts regarding a decision, that’s when I know self-reflection is necessary on my part. It’s important to our company culture that we maintain an open-minded environment and that our employees have ownership over their projects and pride in their day-to-day work. A good leader is a good listener. —Andy Eastes, SkuVault

12. Your Star Players Are Cutting Corners

If you see your star employee suddenly cutting corners, it’s time to reassess how you’re managing your team. If this does happen, try to problem-solve as soon as possible instead of ignoring it. Sitting down with your team and asking how you can improve as a leader will also help you make a positive change. —Bryanne Lawless, BLND Public Relations

The Young Entrepreneur Council (YEC) is an invite-only organization comprised of the world's most promising young entrepreneurs.