Some leaders may feel that the occasional bonus will support organisational development. Others rely on motivational speeches. Either way, employees are your best chance of understanding how an organisation operates. You, therefore, need to understand them. But how exactly do you do this?
Aid organisational development
Investing time in your employees and listening to their needs is investing time in your business. You must, therefore, ensure that employees know that their voices are heard.
Nothing I say [or do] this day will teach me anything.
So, if I’m going to learn, I must do it by listening.
Essentially, if employees don’t feel like you care, why should they? When staff recognise that their thoughts/feelings are being ignored, loyalty to the organisation decreases, passion goes down and stress goes up.
Staff are able to identify holes in operations that you are seldom aware of. What’s more, they may have significant insight and suggestions that will improve organisational development. When employers listen, it makes it easier for employees to reach out with ideas for business development.
There isn’t any organisation that doesn’t benefit from the ‘open-door policy’ and the development of trust that derives from this managerial approach. Employers will find that interoffice relationships become stronger and performance rates increase as a result.
Here at Pansensic, we assist a range of global businesses in developing staff experiences by harnessing their qualitative data. We don’t summarise data and leave you to figure out the rest. We provide in-depth insights that are more granular, accurate, and actionable.