For our Module 6/1 assignment, I have identified three leadership skills and
behaviors Job Satisfaction, Praise and Recognition and Training and Development.
JOB SATISFACTION:
A crucial cog in any organization is the satisfaction of its employees. Employees
are the true “doers” of the work. Employees job satisfaction have dramatic end
results, such as the quality of the product, which results in greater satisfaction of
the purchasers, which results in the product being sold a greater rate and with
greater frequency.
Employees Job Satisfaction also allows for the retention of an excellent workforce.
Currently, employees are looking to move from one company to another simply
because they are not happy with their current employer. The problem with this is
that the organization has lost not only a valuable employee, but they lost the
experience and learning that they invested in that employee too.
In addition to retaining an excellent workforce, the retention also turns into a great
recruiting tool to attract talent from other organizations.
Improving Employee Job Satisfaction should be a constant priority with any
organization. To answer the question of
Do the leadership skills and behaviors identified for improvement align with a
specific question in the engagement survey?
In this scenario, absolutely yes. This comes from my personal experience have
led multi-leveled staff (from mailroom clerks to Director). Each individual role
needs to have overall satisfaction of their job.
• How will improvement in the leadership skills and behaviors you have
identified positively impact the results in the next employee engagement
survey?
The question is always, how do I ensure my team is satisfied? Utilizing satisfaction
surveys are the beginning to address concerns of staff discontent. Specific
questions within a survey, such as “how would you rate the work conditions” and
“does leadership provide Recognition of a job well done?” leads to such vital
information to address and ensure employees become more satisfied with their
jobs.
Praise and Recognition:
During my time in the military, I never sought-after Praise nor Recognition for a
job well-done; this was a direct result of the training I received…if you didn’t
receive negative feedback, consider that the job was a success. Each military
person takes direct orders and if those orders are followed correctly, then the
mission is usually a success. The Praise and Recognition is usually coming from
self-realization that you were able to accomplish the task at hand…as one task
leads to another as part of the military team you are a part of. However, over the
last 20 years, I have exhaustively worked hard on changing my militaristic mindset
in the area of Praise and Recognition.
Working with executive coaches and learning consultants, I have had to relearn
leadership, which includes the need to provide Praise and Recognition –
periodically. And, I have seen the results first hand following my announcing a
promotion or a spot-bonus or a raise which were due to jobs well done. c I have also
found such in smaller doses such as during team meetings by providing a “Thank
you for all your hard work” to a specific team member. And this not only makes
me feel good but you can see it on the team member’s face.
Do the leadership skills and behaviors identified for improvement align with a
specific question in the engagement survey? In this scenario, a resounding yes!
There is an overwhelming need to provide Praise and Recognition to team
members. It is plain to see from the survey results, without it, this just leads to
the prior issue of Job Satisfaction and its negative impact on the employee, which
then leads to the negative impact of the organization.
• How will improvement in the leadership skills and behaviors you have
identified positively impact the results in the next employee engagement
survey?
At my current organization, we are actually conducting employee surveys as I
write this and I’m so very optimistic about the improved results I expect to see
due to my working more directly with the team and providing the positive
feedback to them – with a nice amount of Praise and Recognition.
Training and Development
Let’s be honest, without Training and Development, how we can, as leaders,
expect to see improved results in work product and overall job satisfaction?
Training and Development (“TD” is essential to each and every employee within an
organizational. Some of such TD should be mandatory so that everyone improves
in the specific areas at the same time. And, additional opportunities for individuals
who are looking to climb the “corporate ladder” should also be offered. Thereby
the organization is able to retain the talent and also promote from within which is
also a great motivator for all employees!
• Do the leadership skills and behaviors identified for improvement align
with a specific question in the engagement survey?
Again, yes! Training and Development is an essential behavior identified above for
improvement align within the survey engagement survey.
• How will improvement in the leadership skills and behaviors you have
identified positively impact the results in the next employee engagement
survey?
The improvement in the needed area of Training and Development based on
survey results will help leadership identify and define areas for needed
improvement specifically for this area. Whether it be for overall job
performance or a focused skill-set that an employee needs for their specific
area. Employees will identify the efforts made by leadership and this will also
assist in the improvement of employee Job Satisfaction.
