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All too often, leaders mistake employees for job descriptions rather than unique individuals. While this is common, leaders with this mindset miss the unique talents that individuals can offer. For example, a leader might focus on a salesperson’s quota instead of the value that Jane Smith, the individual, can bring as a creative problem-solver, relationship builder, and trusted advisor.  A role-focused view stifles innovation, lowers morale, and ultimately harms the company.

This role-focused mindset is more than just a missed opportunity. A study by Zipdo found that 85% of people are dissatisfied with their jobs, with 70% feeling undervalued and underappreciated in their current positions. (1) This directly translates into lower engagement, costing businesses an estimated $450-550 billion annually in lost productivity, absenteeism, and turnover. (1)

WHY ROLE-FOCUSED MANAGEMENT IS PROBLEMATIC

When you treat employees according to their job description instead of as individuals, you end up generalizing them. And when you generalize people, chances are good that you will misinterpret what motivates them and what keeps them happy with their jobs.

Since disengaged employees are more likely to leave, and hiring new workers is expensive, making them happy and earning their loyalty should be a top priority.

Another issue with role-focused management is missing out on their potential. Holding a certain position does not mean an employee’s talents and skill set are limited to the breadth of that role. They could offer value that does not fit into their job description. If you limit your expectations of them to what falls within the box, you might stifle them.

When workers feel like they do not have a say in what their role entails, they might lose interest in their jobs and start looking elsewhere for professional autonomy.

BENEFITS OF PEOPLE-FOCUSED MANAGEMENT

Transitioning leadership to people-focused management is well worth the time and effort it takes, as this approach is highly advantageous for your organization. Benefits include:

  • Establishing and nurturing a trusting professional relationship between you and your employees.
  • Pinpointing each worker’s strengths and any additional skills they bring to the table.
  • Empowering employees to take more autonomy over their career path and their future with the organization.
  • Sparking engagement and passion in workers to motivate them to perform at their best and to exceed expectations.
  • Improving retention rates by keeping employees interested in their job and demonstrating to them that the company values their contributions.
  • Delegating work effectively to ensure that each employee is assigned the tasks that make optimal use of their strengths.

The advantages of a people-focused management style are clear, but how do you put it into practice?

HOW TO MANAGE EMPLOYEES AS PEOPLE

Taking a people-focused approach to management is, at its core, about viewing and treating them as individuals. It entails respecting and acknowledging each worker’s personality traits, work style, strengths, and weaknesses. Effective ways to put this concept into practice include the following.

Offer Unlimited Opportunities to Grow

When you focus on the responsibilities and goals that an employee has as part of their role, you place restrictions on their potential. On the other hand, by offering them unlimited opportunities to grow – even if it means growing outside of their current position – you encourage them to realize their full potential. This not only bodes well for their performance, but it also helps keep them engaged in their work and decreases the likelihood of them leaving the organization.

Learn About Their Motivating Factors

Much like different people have different love languages – that is, the ways of receiving love that are most powerful for them – different employees have different motivating factors. They can include:

  • Public validation for good work
  • Trips to desirable destinations
  • Regular communication with their manager
  • Exclusive experiences at local entertainment or dining spots

The list is virtually endless. Your job as a leader is to sit down with each employee and find out their specific motivating factors. Ask them outright and encourage them to be open and honest about sharing their motivations.

Once you identify these factors, it is imperative to put action behind promises. Help the worker set a goal and, when they achieve it, reward them with one of their motivating factors.

Be as Transparent as Possible

Yes, a certain degree of caution must be exercised if you decide to be transparent about sensitive issues or bad news with employees. There might be restrictions placed on how much information you can realistically, ethically, or legally disclose.

That said, people can tell when leadership is doing its best to keep them in the loop, and employees will appreciate your good intentions. Remember, what affects the company affects those who work at it, as well. Sometimes, the fallout is enormous, as in the case of mass layoffs. You can understand why being kept in the dark, especially if rumors are swirling, would cause anxiety in this example.

Do your best to keep employees as informed as possible about any issues or news that affects them, whether directly or indirectly.

PUT PEOPLE FIRST, WATCH ENGAGEMENT AND MOTIVATION SOAR

The cause-and-effect of managing workers as people is clear: Doing so improves engagement, motivation, and job satisfaction and leads to long-term success for your organization. The strategies above are an effective way to get started.

 

Are you in the process of setting up a non-cash incentive program to reward and motivate employees? If so, contact Gavel International for more information.

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SOURCE:

1 https://zipdo.co/statistics/job-dissatisfaction/

Jim Bozzelli
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