Giving Employees the Answers They Need

As a leader, understanding how an employee reacts to big changes within your organization such as layoffs and mergers can help you understand what employees need, not just in stressful times, but every day. Having a pulse on employees’ needs and plugging into understanding them is an important way to connect and show that you genuinely care. Here are four (4) questions your employees need the answers to regularly even if they don’t ask:
1. Do I have job security? This isn’t always just about job security. Employees want role clarity and an understanding of how their work makes a difference to the company and what opportunities they have to make a difference. Do your employees regularly see the progress of the organization? Will their job be here tomorrow? Will it be replaced by an automated system? As their leader, you need to know the answer to these questions and make sure you convey an honest answer.
2. Who do I report to? Dotted lines clutter most organization charts these days. Make it clear who employees report to (even if it’s more than one person), by whose metrics they’ll be evaluated, and whose opinion matters to their work. Does your employee have a clear understanding of who their manager/supervisor reports to?
3. How will I get paid? How much actually matters less than how. Intangible benefits such as mentorship, long-term opportunities, and a belief that what they’re building will last all matter more than the paycheck itself. Consulting Industry Articles These non-monetary incentives shows that you making a long term investment in their abilities. Remember, your employees will get keep tabs on the company’s financials to ensure the next paycheck will clear.
4. Am I noticed? Team members want to be noticed, even if they are not noticeable. Acknowledging the progression or a specialized ability of an employee is essential to building their job confidence. If a team member doesn’t feel noticed, they will eventually find a job where they are noticed.
Constant reassurance of an employee’s value will go a long way. This can be done regularly at staff meetings, mentor meetings, newsletters or even a simple ‘thank you’ email can convey this critical understanding that they seek daily along with Performance Improvement Certifications a “glad you’re a part of the team”. As a manager, you can sense what critical factors play into job reassurance. In addition, always take the opportunity to reassure your employees of the stability of the organization – even if they don’t ask.

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