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Adopting an employee-focused mindset requires three steps.
Employee focused leadership. See employees as people rather than resources to get the job done. See Employees as People. Why Employee Uncertainty Should Be a Main Focus for Leaders Uncertain workers are not happy engaged or productive.
Youre likely already conducting employee surveys in some format and surveys are a highly effective way to collect quantitative data. Clouding the vision of leaders and hampering the productivity of employees. More recently again in response to changing employee expectations new themes are emerging in employee survey questions that focus on leaders.
They can help you gain deeper insight into employee perceptions needs and wants. Relationship-driven leaders strive to develop each of their employees learning their career aspirations providing timely feedback and helping them achieve their goals. Leaders who reframe daily tasks by providing personal context quell the angst of uncertainty by giving their employees something more meaningful to think about.
Focus groups can also lead to meaningful action sourced straight from employee ideas. They also take less time than one-on-one interviews with every employee. They often make decisions alone or with a small trusted group and expect employees to do exactly what theyre asked.
With an employee -focusedmindset we recognize the impact that we have on employees and we consider ways to help them achieve their goals to ultimately further the mission. An employee-centred leadership style emphasises interpersonal relationships and is sometimes associated with a participatory approach in which leaders seek to involve other people in the process such as subordinates peers superiors and other stakeholders Saiyadain 2003. People often debate what makes a better leader.
The no-nonsense results-focused type or the motivational people-focused type. Employee-centred leaders focus on their employees more than the broad technical aspects of the job. There are many benefits of employee focus groups.
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