Employee self-confidence – what exactly is it? In psychology, self-confidence is understood as the emotional assessment that each person has of themselves. This self-assessment can relate to a wide variety of areas, such as personal abilities, knowledge, experience, or individual character. Regardless of the area to which the assessment relates, it is based on the past, current self-perception, and expected self-perception in the future.
Think back to your own childhood. Perhaps you have already experienced this with your own children. When a child has created something new while playing, they present their work with a beaming face: full of joy and pride, the child feels inspired by their actions and wants to try it again right away. The most important prerequisite for this is independence in action. Only then can a full sense of self-confidence develop.
Delegate tasks – responsibility
An effective leader delegate tasks wisely. This enables them to transfer responsibility those they lead. In doing so, the leader demonstrates leader trust in the skills and abilities of the employee. From the moment an employee is responsibility a task and thus responsibility , they are accountable for their actions and therefore for the outcome of the task. The experience of acting independently can be described as the starting point for self-confidence. If the task is successfully completed and the employee sees themselves as the cause, this leads to the growth of self-confidence. The more an employee perceives themselves as the cause of success, the more their self-confidence grows. How well have you, as leader , been able to delegate tasks leader ? What internal obstacles may have stood in your way?
It is important that only tasks that the employee is capable of performing are delegated. If, for example, the tasks are slightly above their level of competence, successfully completing them will greatly boost their self-confidence. What if the employee is unable to successfully complete the task? Then it is leader for you, as leader , to deal with the situation constructively. Ask yourself how you have dealt with employees' "failure" to complete tasks in the past. What would you do differently in the future? Joint consideration of how the problem can be successfully overcome next time prevents self-confidence from being diminished by failure.
Experiencing competence increases motivation
In a professional context, increased self-confidence leads to a greater sense of competence. In the context of self-determination theory of motivation, we have already learned that a sense of competence is one of the three important pillars of motivated action. As leader , what hurdles would you like leader in order to delegate tasks more easily and thus help your employees build their self-confidence? We would be happy to support you in this area with our management training and coaching programs.
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