Why Are You Working Here?

Read Time 2.8 Minutes

The answer to that question will help you to understand one of the drivers of your employees. It is one of the reasons that drive and motivate your employees to come to work every day. Simply, YOU help to motivate and engage your employees by meeting their workplace needs.

Today I want us to ponder those needs. The better that you know your employees, the closer you get to understanding their needs. While there are many similarities among the members of your team, each individual’s needs are as unique as they are. That said, while some needs ARE universal, their importance to your employees can vary greatly from employee to employee.

Here are some of the universal needs of MOST employees. The first two can only be provided by the employer: 1. Fair wages and 2. Job security. These next “needs” are controlled by direct leadership … that’s YOU. The feeling of belonging, both here and on the team, is important to employees. Your employees desire to be recognized for their contributions and for a job well done. The fact is that employees have a strong desire for feedback, whether it’s positive or negative, and they want to learn about both the good and the bad. Their desire is to learn directly how they are progressing (performance assessment) and how they can improve to maintain forward progress. Finally, they need effective leadership. That is - leadership that demonstrates open communication and mutual trust.

In my previous newsletters, I wrote about the importance of providing career growth for your employees who seek it. It is not as difficult as you might think. Your strong leadership can make a significant difference in the building of a strong team that can identify and meet the needs of its members. It is entirely dependent on two or three specific actions. I’ll explain.

The key is to establish a daily routine of communication with your employees. This can occur during one-on-one discussions or during group meetings; both can be effective. One-on-one discussions are more personal; they can take place in a more private environment, or even on the phone. While you are walking around in the work environment, you might stop and have a brief conversation with various team members. Practice asking general questions to individuals, like ‘How are you doing today?’ In addition to the personal questions, ‘How was your daughter’s soccer game last night?’ Group meetings allow you to get a feel for the group as a whole. Remember that the more you learn about your employees, the more likely you are to understand their needs and expectations from you.

Two goals can be achieved in a single effort. Meeting the needs of your team (the reason your team is working here) and strengthening your team’s bench (one of the reasons why you are working here) is a way to do that. Create a plan to strengthen your bench when you believe you have a good understanding of the needs of your team.

Although your memory may be excellent, it’s important not to overlook essential employee information that they have provided. The practice I used, was a daily diary where I recorded vital information I did not want to forget. My entries were of information learned from my team: Their professional goals revealed, ideas and recommendations shared, minor issues or complaints, and personal needs identified. I used this information for follow-up and for my plan to strengthen my team. I encourage you to develop a habit of listening for opportunities to create collaboration, mentoring, and training assignments.

The benefits of meeting employee needs are significant for the employees, for you, and for your company. Satisfied and motivated workers are beneficial, as demonstrated by lower turnover rates. In addition to attaining a more robustly engaged workforce with reduced absenteeism and enhanced client/customer encounters, it is an indication that everybody will win!

Now go out and talk with some of your employees!

Until next time…