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Five Essentials that Your Employees Need to Hear from Management

leadership-development

Leadership development is obtained on many different levels. We offer plenty of management courses here in Perth, but one of the more effective ways to develop leadership is to provide an environment where employees feel valuable, and can grow with your company. Employees also need to feel that they can trust their management to interact with them in a spirit of mutual respect, honesty, and integrity.

Here are five essentials that your employees need to hear from management:

  1. Tell employees the goals, vision, and direction of the company. In an economy where attention spans are short, and both employees and employers are often seen as “disposable” it is essential that employees feel like they are appreciated, and like they are part of the company’s plans for the future.
  2. Give employees honest feedback on their performance. Whether employees are performing well or performing poorly, they need your honest feedback. Employees who don’t receive regular feedback tend to create their own “feedback” with inconsistent results.
  3. Solicit employee input and let them know that you respect that input. Employees who are “in the trenches” can function as eyes and ears for management. They can often come up with creative solutions to important problems. While decisions are ultimately made by management, employees are one of the most underutilised resources in businesses when it comes to creating policy and resolving issues.
  4. Let employees know that they will be treated fairly and consistently, with no unreasonable demands. Employees used to feel that they owed their loyalty to their employers. In this era, though, there has been a shift in the dynamic between employers and employees. Employees are now deciding where to work based on how well employers fulfil their needs, and they aren’t reluctant to change jobs if they feel it is necessary. If employees perceive a company as one where management “plays favourites” or micromanages employees, they are probably looking for another job.
  5. Provide ample challenges, coaching, and development opportunities. Employees need challenges on a regular basis, and they need to feel that they have ample opportunities for development and advancement within the company. Most of all, they need to feel like management cares about their professional development.

Leadership development training begins with sound office practises. It makes fiscal sense to develop your current employees before hiring new ones.

Ron Cacioppe

Ron Cacioppe is the Managing Director of Integral Development and holds a BSc, an MBA and a PhD. He has taught in the Graduate School of Management at Macquarie University, Curtin University and the University of Western Australia.

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