If “management is doing things right and leadership is doing the right things”, what exactly are these ‘right things’? How do we know when we’re doing them and when we’re not? The latest findings from the 2011 Kelly Global Workforce Index show that leadership culture and practice is failing to fulfill employees’ needs and expectations—and for companies looking to strengthen their employment brand, this is a clear opportunity. The way we learn to lead seems doomed if organizations are simply leaving the process up to existing managers. With such consistent poor feedback from employees globally, it’s time for organizations to take this issue to heart and find solutions.
The seven practices that employees themselves are asking leaders to change are:
1. Forget experience, focus on vision: find and develop people who can convey a strong sense of vision and direction rather than promoting people based on age or experience.
2. Understand the generational differences & promote natural connections: the way the generations lead and respond are different—no matter who’s leading who, this needs to be top of mind to avoid conflict.
3. When dissatisfaction is high, act: don’t sweep negative feedback under the carpet and wait for it to go away. If leadership is contributing to attrition, it won’t change unless you address the leadership behaviors.
4. Recognize and reward what’s working: employees who are excelling don’t necessarily need large bonuses, but they do need you to notice.
5. Prepare your people for the future: ensure ongoing training and development is appropriate right across people’s career, regardless of age.
6. Rethink your leadership culture: lead by example and show you mean what you say.
7. Understand what you’re doing right: capitalize on your strengths and share these good practices broadly.
Strategic execution is dependent on your people, and without the right leadership, change will continue to be a burden rather than an opportunity. Employees themselves offer the best insights into what’s working and what’s not, so ask them and then be ready to act.