Crucial Employee Questions Leaders Must Answer
Effective leaders deliver results that matter. They bring organizations to the future. Unfortunately, many organizations fail to transform their high potential people into leaders.
If you are losing your leaders because you failed to invest in people, the best time to act is now.
Investments in people, when done right, produces results that really matter: high profit growth, better employee engagement, lower employee turnover, deeper pipeline of talent, improved productivity, delighted customers, and more sustainable business.
Your ability to answer these five critical questions that employees are asking of their organizations will help you deliver results that matter.
1. Are we all aligned on the people investments needed to achieve our goals?
Challenged organizations have CEOs and senior leaders who do not undestand the pulse of their organizations. This may result in the organization's inability to invest in the right areas and in the right people.
It is important that the CEOs, senior leaders, managers, and employees have aligned views on what is really needed in the organization to grow.
Employees need to fully understand the direction of the organization and have positive views on the ability of their leaders to get things done.
2. Is there a compelling reason for me to work here?
Challenged organizations have CEOs who, in times of economic crises, stop investing in people until the "good times" come.
Employees in challenged organizations feel neglected and typically do not have the confidence about the future of their organization. Leaving the organization is always an open option.
Effective CEOs demonstrate their commitments to employees during booming economic times. During difficult economic crises, they continously invest time and resources to employees and consistently communicate that they are the engine of future growth.
They have committed employees because they do not stop fulfilling their commitments to employees.
3. Will I be effectively developed and fairly rewarded for my performance?
In challenged organizations, employees feel that their CEOs and managers do not really care. They do not get the resources and support they need.
On the contrary, effective CEOs and managers find the time to drive improved performance - and they are more effective in creating performance-driven culture.
They provide daily performance feedback and regular coaching. Also, they possess significantly higher core managerial skills when addressing poor performance.
They set stretch goals and create compelling rewards program.