The 4 Fundamental Questions Employees Need Answering ??♀?
Evan Tzivanakis
Work shapes our identity. I believe in leadership and management that inspires, empowers, and drives transformation, fostering growth for individuals and delivering measurable success for companies.
In the tempestuous seas of today's global economy, leaders find themselves at the helm of organizations navigating through the winds of change brought on by Volatility, Uncertainty, Complexity, and Ambiguity (VUCA). As we stand amidst these turbulent waves, it’s imperative to acknowledge the impact of our leadership approach in guiding our teams to calmer waters. In this swirling vortex, employees often seek answers to four fundamental questions, and it is our role as leaders to not just respond but to guide them with clarity, empathy, and foresight. By addressing these questions, we create an environment where individuals feel supported, valued, and empowered to perform their best, despite the relentless storm around us. Join me on this journey as we delve into the intricacies of VUCA leadership and discover how we can not only survive but thrive amidst the chaos, leading our teams to new heights of success.
Within this turbulent landscape, employees yearn for clarity, guidance, and support in navigating four fundamental questions:
Let’s dive deeper into each inquiry, examining why addressing them with empathy and transparency is crucial in today’s VUCA environment.
1. What am I supposed to be doing?
Providing clear direction and defining expectations is paramount. Research from Gartner shows that employees are 12% more likely to be engaged and 8% more likely to report high discretionary effort when leaders provide clear expectations. Furthermore, clarity in tasks aligns employees with organizational goals and enables better decision-making, enhancing overall performance.
2. How well am I required to do it?
Establishing clear standards and Key Performance Indicators (KPIs) is essential. A study by Towers Watson found that organizations with realistic performance goals and standards are 3.5 times more likely to have engaged employees and 4.5 times more likely to have employees who perform at a high level.
Regular performance evaluations and feedback sessions ensure that employees are aware of these standards and can adjust their efforts accordingly.
3. What do you think of my performance?
Feedback plays a crucial role in employee development. A Gallup survey found that employees who received feedback showed 14.9% higher work engagement compared to those who did not. However, only 21% of employees strongly agree that their performance is managed in a way that motivates them to do outstanding work. Constructive feedback fosters a culture of open communication, where employees feel valued and supported, leading to higher morale and productivity.
4. How can I improve my performance?
It’s our responsibility as leaders to provide opportunities for growth and development. Employees who are given the chance to learn and grow are 4.3 times more likely to report high levels of job satisfaction. This could include mentorship programs, training sessions, or even allocating challenging assignments that push employees out of their comfort zones.
An environment that supports learning and development encourages innovation and ensures that employees are equipped to tackle new challenges.
In conclusion, addressing these four questions with empathy and transparency is essential in navigating VUCA conditions. As leaders, we must prioritize clear communication, set realistic goals, provide constructive feedback, and support continuous learning. By doing so, we can create an environment where employees feel valued, motivated, and empowered to thrive in today’s rapidly changing world.
As we lead our teams through the complexities of VUCA, let’s remember these four fundamental questions and the impact they can have on our people and our organizations.
领英推荐
Research from Gartner:
A study by Towers Watson:
Gallup Survey:
Research on learning and development's effect on job satisfaction:
Trained PQ? Coach, Trainer & Speaker | Supporting New Managers And Leaders Over 50 To Perform At Their Best With No Stress Or Self-doubt | Teaching How To Apply Positive Intelligence? Framework To Achieve Mental Fitness
9 个月Looking forward to reading your article Evan Tzivanakis ~ Leadership Development Coaches are trained to ask right questions but managers not always so it is very valuable to have support of expert like you.
??Talent Expert - I train skills to attract and engage top talent through effective interview techniques ?? Career Coach - I give candidates the confidence and skills to succeed in job interviews
9 个月I like this Gallup survey feedback Evan: "Feedback plays a crucial role in employee development. A Gallup survey found that employees who received feedback showed 14.9% higher work engagement compared to those who did not." I find the glitch is sometimes that leaders do not know how to give and receive feedback and then shy away...
Empowering Asian Communities | Healing Unseen Grief | Advocate for Breaking Taboos and Ending the Cycle of Shame
9 个月Great article. I have seen many organisations lose momentum or focus on their goals because of lack of clarity. Each next step requires everyone knowing what it will look like and understanding what they bring to the process and how valuable it is. Similar to actors in a play, each needs to know their position, lines, costumes and timing as well as how to flow with it to appear flawless.
We should definitely live by questions daily I believe! It gives us more awareness, insight clarity, creativity and expansion. Great job
Empowering female leaders to develop personal resilience to live an even more productive, healthier and fulfilling life for longer ?? NCSC@NeuroChangeSolutions | Changing organisations from the inside out
9 个月These are fundamental questions that can be overlooked and lost in complexity. Sometimes it is the obvious questions that individuals need answering that require your attention and energy.