Coorparoo, Queensland (PRWEB) February 27, 2013
Watts Next, a team of accomplished HR and Performance specialists, surveyed 500 Australian employees and found the top three changes employees would make if they were CEO for the day.
This is a simple question that employers would love to know the answer to, but are too afraid to ask.
Jim Henson, the creator of the Muppets did not rely on the studio executives to inspire his ideas. He spent time everyday speaking with the studio cleaners and lunch ladies – everyday people. He just talked to them and asked them for their thoughts. He knew the best ideas don’t always come from the top. Can employers take a leaf out of Jim’s book and spend time asking employees what they would do differently if they were CEO?
At Watts Next, they spend a lot of time doing this for their clients; they ask employees what they really want. As part of an Employee Feedback Sessions, Watts Next has conducted face to face interviews with over 500 employees across a variety of industries; including professional services, mining services, manufacturing, not-for-profit and information technology. There is one particular question they asked every single employee that lead to interesting responses; “What would an employee change if they were CEO for the day?” These are the top three answers:
It may surprise some employers that increased pay is not number one. The vast majority of employees Watts Next has spoken to want to do the best job they can and see the company they work for succeed.
Some of the responses Watts Next has found most interesting are those that call for more accountability and better communication from managers. One response that they have seen quite often is:
It is evident to Watts Next that the majority of employees interviewed want to see that the managers are addressing performance issues in the correct manner as they occur and that they keep open communication lines.
This is one of the top concerns for employees because this directly affects their output. With more efficient equipment, systems and processes put into place, the employee can perform better.
Therefore, Watts Next recommends that employers review consistently the processes employees follow and ask for recommendations from those who are doing the job.
This is the most common response managers expect from Employee Feedback Sessions. While it is an employee concern, it is not number one.
If an employee is fairly compensated, then the individual can focus on their responsibilities rather than spending energy on feeling undervalued.
When Watts Next presents the Employee Feedback findings to the CEOs it is common for them to be astounded at the responses their team has given. The answers to this question can provide senior managers with an insight into what employees see as a priority and this can assist greatly in developing targeted business strategies.
From Watts Next's experience, if employees can see that senior management have listened to their suggestions and are willing to take feedback on-board it can have a profound effect on the engagement levels of employees.
So will employers be brave enough to ask employees what they would do if they sat in their chair for one day? Remember sometimes the simplest ideas are the ones that have the greatest impact.
If readers enjoyed learning these statistics, please look out for Watts Next's second blog of this three-part series coming out this July. Also, please contact Kerine Nightingale at Watts Next for more information on survey results and to answer questions on how HR can add value to a business, 07 3845 1111. To check out Watts Next or to follow them, click on the following links: [https://www.wattsnext.com.au/ __title__ Watts Next Website], Twitter or LinkedIn.
About Watts Next: Watts Next is a dynamic team of accomplished HR and Performance specialists providing a powerful pathway to new levels of business and people performance. At wattsnext, they're about much more than ‘successful’ business. Amazing business is their benchmark.....achieved by getting all the basics right, including the right people in the right roles, compliance, HR management and administration, then fuelling peak levels of people performance through innovative and inspired HR leadership.
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