In an era that’s been coined the Fourth Industrial Revolution, one term in particular is spreading like wildfire: digital transformation. Consulting experts on how to undergo an effective change management process is always a good first step, but despite opting for training sessions, direct communication, and a well thought-out business strategy, many companies’ projects inadvertently result in chaos and employee dissatisfaction. And all too often, poor leadership is cited as the root cause of the problems.

Although you may be managing by the book, employing all of the leadership techniques that you’ve taken away from courses or bosses past, you could be putting your employees off without even realising it. Let’s take a look at the top four behaviours that may be alienating your workforce.

1. You underestimate the importance of modern technology.

Perhaps you’re saying all of the right things to motivate your employees, but that doesn’t necessarily mean that you’re enabling them to maximise their output. To streamline your everyday business procedures and increase productivity, staying up-to-date on industry-relevant technology is an absolute must. It’s all too easy to stick to what you know, but – if implemented correctly – you and your team are sure to benefit from digital transformation. Consulting change management experts on how to get a leg up with the help of the latest technology is an excellent first step!

2. You only care about the bottom line.

It’s a given that company leaders should pay close attention to the bottom line when evaluating a business’ performance. But instead of making measurable results the sole focus, also ask yourself how you could indirectly contribute to your company’s success. For instance, how could you improve customer and employee loyalty? From sponsoring team building opportunities to engaging employees in volunteer work, engendering constructive communication within the business and with the community at large can help create a positive in-house environment and fortify your brand identity. These small actions often go a long way towards obtaining higher retention rates and generating more return business.

3. You don’t delegate work.

When you assume a new leadership role, you may be afraid to relinquish control and assign important tasks to employees. This "control freak" approach to projects is sure to backfire, however: you’re not only overwhelming yourself with work, risking a burn-out, but you’re also not acknowledging and benefitting from your workforce’s strengths. To ensure that your employees are motivated to achieve – and perhaps even exceed – your business goals, making them feel respected and valuing their contributions is crucial. This is particularly important when it comes to challenging, on-going projects, such as those revolving around digital transformation. Consulting your team on important decisions and delegating work have a greater impact than you may think!

4. You are inflexible.

Having a business plan and strategy in place is one of the cornerstones of effective leadership, but it’s equally important to remain open to change. The business world is an everchanging force, and responding to challenges and adjusting plans is a regular – often daily – part of the job. Being aware of potential deviations and taking them in your stride is not only necessary when it comes to your company objectives, but also when dealing with personal schedules and issues. Showing empathy and flexibility when unanticipated problems occur will help present you as an approachable leader who deserves respect and loyalty.

From running meetings to managing a digital transformation, consulting your team on all projects, remaining flexible, implementing modern technology, and building up a positive brand identity among employees and customers can make all the difference. So, why not make a few adjustments, remain open to feedback, and watch your leadership abilities – and your entire business – reach new heights?