Know And Meet Your Top Employee Needs


Companies always have a list of goals they plan to achieve during a given time frame. Leaders do as well, dovetailing their personal and professional goals into those of the organization.

Having these goals overlap may seem like a company is on it’s way to success, but have they met all the true needs within their ranks?

Has your organization identified and addressed the needs and goals of your employees?

A casual survey of the workforce shows increasingly higher numbers of employee needs not being met through their companies, and many of these surveys, whether from polling, HR studies, or research in the industry, show the same common themes that are missing from identifying the goals your employees may have.

In order to help identify the needs within your company, here are some top trends across all industries that may exist with a brief explanation for initially addressing them:

Hearing directly from everyone senior leadership. Employees love to hear from their leadership team – all of them. Silent leaders come across as out of touch, ineffective, or disengaged. This leads to assumptions of hypocrisy and aloofness among the leadership team. Every leader should be expected to have full interaction with their people and be accessible during meetings, email updates, and even random calls and visits to inform the staff that they are truly committed to their employees success.

Speaking in easy to understand language. Every industry can fall into trade jargon and if you’re not careful you can lose touch with staff that really don;t know their industry as well as the leadership team does. Take the time to pare every interaction with simple to understand terms, and if necessary, teach people the terms they need to build their comprehension and industry knowledge.

Having ample resources available. Many surveys reveal that employees ask for and need more training. However a deeper look can reveal that even good training programs lack the needed resources for employees to build their skills and competency. Consider how your people can obtain reinforced training, ongoing education in their industry, and even implementing changes in their work process that hinder their growth and ability to get the job done. By making additional support resources available you will strengthen your team’s ability to meet everyone’s goals.

Creating a trusting workplace culture. Do your people CC on emails to bring big brother in and watch over? Is their micromanaging going on, even in a veiled “trust-and-verify” mindset? Every company needs to find that careful balance between checks-and-balances and autonomy. Reporting impropriety notwithstanding, having a “rat out” culture means that your workplace has become every person for themselves. Build a mutual support organization where training, edification, and positive correction are the norm, transparency of motives exists, and escalation is spelled out only in specific and rare circumstances.

Knowing Why. The “just-do-what-you’re-told” thinking of leadership generations past is gone. Giving your people a good reason on why your culture exists, your brand stands out, and your systems are in place will help them understand how they should approach their jobs daily. In addition, don’t assume that they won’t understand some of the complexities in the industry; many times going deeper than you think they can understand will expand their vision and lead to better growth and engagement in the goals ahead.

Connection. Not just hearing from leadership, but having leadership make meaningful connections with their people. Employees like never before want to know that their company knows who they are, their goals, and appreciates their talents and contribution. They also want unwavering support and a feeling that they are trusted among their leaders. Leaders that make their employees innate desires for connection from their organization bridge a too-common gap in their company and further define a differentiation in teir culture.

Meeting these and other common needs takes focus, understanding, and thinking outside of self and company to be able to fold in these important aspects of employee engagement. Starting with these basic needs will get you on course and help you further identify specific needs from your teams in your organization.

(image: wizgo)

About Paul LaRue

My goal - To encourage you to lead & influence others with positive impact.

Posted on January.17.2017, in Leadership. Bookmark the permalink. Leave a comment.

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