3 Factors that Make a Difference

We all strive to be productive and work for a company that values its employees. And conversely, management wants their employees to perform at their highest level and believe in the organization's mission. But with much of the US workforce disengaged, what does management need to do to ensure that their employees are productive and do not leave for a better job?  Fortune Magazine released its Top 100 List of Best Companies to Work For, the reviews and companies were very impressive.  Wouldn't it be great if your company could qualify? Imagine the talent you would keep and attract.  

Part of the evaluation process to select the top 100 is based on results from the Trust Index Employee Survey, which ask questions related to employees' attitudes about management's credibility, overall job satisfaction and camaraderie. These qualities not only speak to skills training but to the importance of mastering people development skills.

Research has shown that it not just one quality that will determine if employees are more productive but a multitude of qualities that management needs to embrace. We know that communication, trust, clarity and creativity are among the variables that builds leaders and teams. These qualities lead to better decision making, engagement, collaboration and an atmosphere of increased performance and productivity.  These words are very important to an organization but how do we cultivate them within management and teams?  

For one, management needs to let go and not to lead by fear or a micro-management style.  Managers need to let their employees learn and grow. Provide them with a challenge and let the employees show what they are truely capable of.  No one person has all the answers and you have to believe in your employees' abilities.  An effective manager gets involved, teaches when questions are asked and then let's the employee do the job.   When Management views input from employees, regardless of whether it is a good or bad idea, but as a learning experience, creativity happens and new ideas are generated.

This management style builds trust among the employees and management is seen as credible.  They have integrity, care for their employees growth, competent in their skills and are confident in the direction and vision of the company. 

Engaged and productive teams, according to research are employees that are involved, feel a part of something and understand the mission of the organization.  It is not easy to be a good manager but management that makes a connection with its employees and builds rapport and trust, create loyal employees who enjoy working for the organization. 

Building camaraderie among managers and staff is created when management is flexible and openly communicates.  Even in times of confrontation, they know how to address problems quickly and head on.  This is not to say you have to be everyone's friend but the ability to relate to people at all levels while also being respected for your knowledge builds teams that work together.  

Another important element is job satisfaction, and includes the ability to stay focused on the task at hand.  Having clear goals that will lead the organization forward.  Not being pulled in multiple directions but being able to finish a project with little hassel and unnecessary delay. When employees can focus with clear objectives, the job is completed in a quicker and efficient manner. Creating a more positive and enjoyable work experience for both the employee and management.   

In today's times, it is clearer than ever, that training all employees in people development skills is paramount for organizations to compete and retain top talent.  Thank you for reading and please leave a comment. 

Colleen Cassel, consults with business leaders, organizations and partners with The Potential Project.  The global leader in organizational excellence and leadershp training programs based on mindfulness.  Enhancing performance, focus, productivity and creativity.   

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