Sharing Goals With Employees
There is a Gallup Annual Business Poll which shows that 33% of employees don’t know or understand the goals of the company they work for, and 44% of employees don’t know how their individual role helps the company achieve its goals.
Employers may think, Big deal! Business is great, I’m raking in the profits. What does it matter if employees don’t understand my end-goals?
Actually, it not only matters- it’s essential!
Valuable employees can eventually leave companies if they do not understand the end goals.
Leaders are revenue oriented and employees are task oriented. If leaders don’t inform employees of their desired end-goals, then the differing perspectives can be frustrating and detrimental. When work is completed without an increase in revenue, leaders will be dissatisfied while employees will feel accomplished. In order to reach their goals, leaders might reprimand or micromanage employees, leading the employees to feel badly mistreated and unhappy, because they only see the finished tasks, not unmet goals. This leads to a breakdown in respect and company losses can be substantial.
In our profession, we often see valuable employees leave companies due to a lack of understanding and communication with management.
Companies can gain tremendously when end-goals are fully understood and shared by all.
Chaim Desser - Owner of Poel Group Staffing & Senior Workforce Consultant
How to Retain Employees In Todays Job Market
As easy it is to complain
about an employee’s wrongdoing, complaining won’t help solve the problem.
I myself have hired and
fired employees at my own company, and I’ve been involved countless times at
other companies, small and large, while doing professional consulting.
Employee salaries are the largest expense in over 50% of American companies. This leads companies to quickly terminate under-performing employees in an effort to save company money.
But, since the American unemployment rate is at its lowest in 49 years, I strongly urge my clients to be very cautious and extend every effort to retain experienced employees, because there are very few capable professionals available for hire. When a skilled employee hits the job market, they are bombarded by countless companies competing for their attention and are re-hired almost immediately. This leaves the company that terminated them with a gap which could be time consuming, and therefore costly, to fill. Thus, the “solution” will end up making the original problem much worse.
So, what should an employer do when faced with an under-performing employee?
Before jumping to conclusions, I suggest investigating the matter fully.
Is it a Problem Employee or an Employee with a Problem?
Is the employee Unwilling or Unable to perform properly?
Employers might find underlying problems that keep the employee from performing at their fullest extent.
There are many factors to
look into, including:
Compensation: Is the employee compensated fairly at market value?
Workplace Changes: Did the employer implement a new change/system; Is the employee properly trained?
Personal Difficulties: Is the employee currently experiencing difficulties in their personal life? While it’s true that an employee’s personal problems should not affect their work or impact their employers, by offering a little emotional support, employers can help out and end up saving the company a valuable team member.
All I suggest is that employers should not always follow the rule book by the letter. We are facing a very difficult time in employee hiring, and the complexity of employing Fifth Generation workers is an added complication for itself. This generation of employees are used to being comfortable and spoiled. With unemployment rates at such a low rate, employers should be careful and thorough before letting a knowledgeable, capable employee go.
The professionals at Poel Group Staffing are inherently familiar with the current job markets and are constantly receiving requests from clients. We are ready and happy to help employers navigate the complexities of employee retention and new employee hiring within the current challenging markets.
Owner of Poel Group Staffing & Senior Workforce Consultant
Understanding Team Dynamics While Making Changes
When consulting for various companies, I’ve often seen how workplace changes can adversely affect employee morale and the resultant chaos can lead to valuable employees leaving the company.
While changes are geared towards improvement, at times the team members interpret such efforts as a power trip by those in charge to show who is in control. This can easily occur when change is carried out without understanding the existing team processes or the reasons why team members function as they do. As a result, the change will come across as a power play by the bosses who must have their way and the final word.
Before organizing a change to team dynamics, I advise team leaders to place strong emphasis on listening to team members, observing their functions and recognizing the processes and goals behind their existing work methods. It’s important to learn what employees value and how they contribute to the company individually, rather than focusing solely on the end-goal of a change from a manager’s perspective.
Regardless of titles and roles, every team member is a part of the company, and team leaders need to ensure that they do not use their authority to stifle the work process. Rather, the goal should be to empower every team member to be a full participant with their own valuable contribution to the work process.
A common misconception is that the team leader is the smartest member of the team. If leaders disregard or overlook other team members, using only their own counsel and authority to drive decisions from the top down, this can strongly contribute to employee discontent and team members struggling to accept enforced changes.
On the other hand, when leaders properly utilize their team members and work together with them, this can contribute to brilliant problem solving and increased productivity, as team members have hands-on expertise and can offer valuable insights.
A significant factor in successfully managing changes to team dynamics is accepting that managers need to be good listeners in order to be effective leaders.
Even though team leaders are responsible for the team’s outcomes, managers still need to communicate with team members and consider what each employee on the team contributes.
Providing team members with the opportunity to share their prospective will reassure them that changes are not just a show of control but rather about the goals or improvements that can be accomplished with teamwork.
Chaim Desser Owner of Poel Group Staffing & Senior Workforce Consultant