What leadership behaviors are needed to improve the work environment, determined via
your assessment of the employee engagement survey?
1. Provide clear career paths and individual goals for each employee. The employee
surveys state the employees don’t feel that they have been spoken to regarding
training and development goals. Management should provide a clear, step-by-step
career path with attainable goals. Management should meet with each employee to
customize a career plan that meets their individual needs.
2. Secondly, the company must establish an effective feedback system. Offering a
safe place for employees to share ideas and feel heard will lay the groundwork for
open communication. The employee surveys are important for employees to
provide their feedback. Management should accept feedback openly and adjust
business according to the employee needs this will ensure employee retention.
Management should implement an open-door policy, which will allow employees
to reach out when they have concerns. Management should provide team-building
activities and events that encourage face-to-face interactions.
3. In third place is training. Management should develop a plan and act on it. It will
show employees that management means what it says. Consistent training and
development plans can connect an employee to the leader’s goals and help them
feel included in the future of the company. Annual and quarterly reviews can help
an employee stay on track and acknowledge a growth plan that fits their skills.
Management should allow employees to communicate what training they need to
fulfill their job duties effectively.
Question:What leadership skills would you recommend including in your organizational
leader's toolkit to develop the identified leadership behaviors?
1. Leadership should invest in their employee’s futures and develop their future goals.
Management should mentor and coach employees towards leadership positions.
Employee leadership development and growth is essential for company success.
Management should show employees how their leadership growth can accomplish
company goals. This shows that the company is sincere about investing in its
employees.
2. Management should listen to their employees and use their feedback to create
changes within the company. Management should ensure complete transparency
between them and the employees. This transparency will allow employees to share
new ideas and criticisms for current practices that are no longer productive.
Leaders who encourage honesty and open communication represent integrity and
courageous authenticity.
3. Management should lead by example. Management should express how they want
to accomplish goals and work side by side to help employees accomplish these
goals. Management should help employees with the unwanted tasks or work during
the undesirable holidays to ensure a project is completed on time this will show
employees you are part of the team. People are the company's most important
asset.
Question:How will improvements in the recommended leadership skills and behaviors
improve organizational performance?
If management begins developing employees, listening, and leading by example,
the entire team will become a team of leaders. Growing the team into a team of leaders
will spread enthusiasm and passion for company goals.A great leader should use
leadership tools to help them adjust their skills to move from reactive to creative
leadership. Listening is a step away from reactive into creative. Management should be
flexible and use the leadership toolkit to pinpoint the areas of concerns can assist the
change from reactive to creative leadership. Balance is a main component of an exemplary
leader. As stated inScaling Leadership,“At its heart, great leadership is radically human
—that is, showing up in more transparent, authentic, vulnerable, empathetic, passionate,
and compassionate ways, and even loving one another (characteristics that separate us
from machines).” (Anderson, & Adams, 2019, p. 10)
Reference
Anderson, R. J., & Adams, W. A. (2019).Scaling leadership: Building organizational
capability and capacity to create outcomes that matter most. Wiley.
