What makes employees put in their best?
- July 11, 2022
- Posted by: Fourth Quadrant
- Category: Blog
While an organisation is built around the idea of a common goal based on its vision, mission, and values, it is crucial that the professional aspirations and expectations of each of its team members are also addressed. This ensures a harmonious relationship between the organisation and its team members; an environment where individuals are motivated to do their best. Here are three ways in which you can find out what your employees are looking for.
Obtain quick and regular feedback
We live in the digital era. Attention spans are short and patience is limited. People expect speedy redressal of issues. Quarterly, half-yearly and annual reviews are passe. As is the practice of seeking feedback through lengthy forms. Let the procedure not be viewed as an impediment, a mundane exercise in form-filling.
Now or never is the new mantra. Many organizations have learned that quick and regular feedback is more suited to addressing employee-related issues. Keep the questionnaire brief and easy to answer without missing out on the specifics. An employee is more likely to be enthused about responding to short monthly surveys than longer-format probes spread over months. The former also ensures that issues are addressed as and when they crop up
Encourage manager one-to-ones
The bond between a manager or team leader and individual team members is perhaps the most crucial in an organisation. Individuals seek guidance, motivation, and encouragement from their immediate manager. A supportive manager can be the difference between an outstanding employee and an average one.
Encourage managers to have one-on-ones with individual team members. Employees are more likely to open up to a senior they trust than an impersonal mechanism to elicit feedback. Further, hold managers accountable for their team’s plans.
Break the hierarchy
Hierarchy, though essential to an organisation, can often become a barrier to knowing what employees want. Let hierarchy not become rigid enough to prevent the flow of ideas and feedback.
Skip levels with team members to know their views about the work environment and working with their manager. Follow this up by getting managers to have conversations with team members about the findings and what they are going to do about it.
These simple but effective measures can go a long way in building harmonious work relationships beneficial to both, the organisation and the individual.
Connect with our expert team at email@example.com today to discover how we can help your organisation know what your employees want.