by Sam at Management 3.0
What does it take to really listen to your employees? Now more than ever, it’s important to let your teams know that they’re being heard.
In this engaging podcast interview with Julian Tesche, head of market development at Peakon, a company that measures and improves employee engagement through data, he said that what employees really want is clear communication and to know that they’re being heard.
We’ve created three audio/blog segments from his fabulous interview and are highlighting different themes in a three-part-series.
The cut up audio segment can be found at the bottom of this post and you can listen to the full episode here.
Today we’re featuring Segment One: How to Listen to the Employee Voice!
What do managers and leaders need to know about being good listeners?
#1: It take people skills and emotional intelligence to be able to lead a team.
#2: Focus on engagement, rather than focusing on employee happiness which is often fluid and the meaning can change from person to person.
#3: Be Conscious of what employees want at work and whether or not employees are listening
#4: People don’t want anything over the top, they just want the basics, ie: better pay, communication, management, and every company is able to provide this, if they are willing to put in the effort.
#5: It’s important for companies to look inward and ask employees how they feel and what they want so that they can boost employee happiness and engagement. Data-inspired action is necessary to make these changes.
#6: Fostering open conversations about things like pay are essential. Employees are asking what they’re getting and if management doesn’t have a good answer for that, people leave.
#7: Managers need more people skills and emotional intelligence to lead today, it’s not enough anymore just be good at what they do
#8: Employees want to be more involved and have their voices heard. The best way for a company to do that is to have a good feedback channel.
#9: It’s not necessarily about how much an employee is getting paid, but rather why they’re being paid that much. Managers should be able to answer this.