While the theory behind workforce management is a rather straightforward concept, becoming a great leader is anything but simple. Many are able to grasp the fundamentals of direct management and supervision, but very few of today’s leaders are actually engaged with their employees. In fact, according to a 2015 study by Gallup, only 35 percent of managers are currently engaged with their staff. Despite the fact that a shockingly low number of managers maintain such relationships with their workforce, there are a number of benefits in doing so.
Managers who make an effort to engage their employees, whether on a one-on-one basis or through the use of teams, are far more likely to develop a strong level of trust among their subordinates. While the development of these relationships will take some amount of time and effort on your behalf, the results include higher staff morale, stronger company culture and decreased labor costs in the long run.
You’re also bound to see an increase in employee productivity after the development of that initial level of trust. As their individual and team-oriented morale continues to improve, productivity tends to follow suit.
With this in mind, those who are in roles of direct leadership should take advantage of every strategy when trying to engage their employees and improve productivity. For Example, you can compare and contrast current productivity levels against those of the past in order to engage and to encourage improvements for increasing productivity.
Increasing Employee Satisfaction
If you find that your staff is struggling with absenteeism, reduced productivity or general job satisfaction, you may be in need of stronger engagement between your managerial staff and their subordinates. Workers who are able to get along with their managers and relate to them are far more likely to enjoy their job. This ultimately boosts productivity, reduces turnover rates and enhances profitability across the board.
Professor Clayton P. Alderfer, an American Psychologist from Yale University, published the ERG Theory, which distinguishes three categories of human needs that influence worker’s behavior; Existance, Relatedness and Growth. He says that, “Managers must recognize that an employee has multiple needs to satisfy simultaneously. According to ERG Theory, focusing exclusively on one need at one time will not effectively motivate.”
Paving the Way for the Future
Finally, engaging your employees on a day-to-day basis provides a great opportunity to pave the way for future success and productivity. Not only is this true on behalf of the employee, but it also pertains to yourself. Employees always like to know that their future is secure, and this can be done in a variety of ways. Advanced training or educational opportunities, new responsibilities and even workplace promotions can all play a role in setting up your employees for future success.
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