Leadership Management Australasia » L.E.A.D. Survey Top 5s

Top 5 Workplace Pressures on Employees and Managers, (2012)

marketingadmin — Tue, 03 Apr 2012 23:00:10 +0000

A recent L.E.A.D. workplace survey has identified the “Top 5 Workplace Pressures on Employees and Managers” as follows:

Pressures on Employees

Q. What would you say are the top five biggest sources of pressure for you/your staff at the present time?

Pressures on employees now (2012)	Employees 2012	Managers 2012	Leaders 2012
Balance between work and personal life	1	5	3
Changes to or added responsibilities	2	2	4
Higher performance expectations	3	1	1
Higher customer expectations	4	4	2
Changing organisational structures	5	3	5

It is worth noting that the Top 5 pressures on employees are the same for each group. However managers and leaders don’t believe the pressure that comes from trying to achieve work/life balance is as prominent as other pressures on employees. They believe higher performance expectations (primarily from them as managers and leaders) are the greatest source of pressure for their employees.

Pressures on Leaders and Managers

Q. What would you say are the top five biggest sources of pressure for you personally / your leaders and senior managers at the present time?

Pressures on leaders and managers now (2012)	Leaders 2012	Managers 2012	Employees 2012
Balance between personal and work life	1	4	=7
Continuously being in demand	=2	1	6
Ensuring effective communication within the organisation	=2	5	=2
Expectations of customers/clients	4	6	=2
Quality of staff in organisation	5	=2	=2
Increase in personal workload	=9	=2	=7
Increasing demands in retaining good people	=8	8	=2

Some very different perspectives on pressures are evident in relation to leaders and senior managers. Leaders too believe the balance between work and personal life is their main source of pressure. However this pressure doesn’t rank anywhere near as highly in the eyes of managers and employees. The continuous demands placed on leaders and senior managers are viewed by managers as the most prominent pressure on their leaders. Employees see increasing competition in the marketplace as the greatest source of pressure on their leaders and senior managers.

Top 5 Influences on Workplace Performance, (2011)

admin — Tue, 23 Aug 2011 03:02:25 +0000

A change in the order of the Top 5 influences on workplace performance reveals a post-GFC world where job security now seems more certain (job security as an influence has dropped from #2 to #5 in the list of influences in the eyes of employees).

Being entrusted with responsibility and independence has moved from #4 to #2 highlighting the importance of investing in team members and giving them opportunities to shine as they grow in their roles.

Interestingly, the Leaders and Managers have a very different picture of the five aspects that have the great influence on the performance of their employees – a sign that perhaps greater time needs to be invested by them in understanding the motivations and needs of their people if they are to get the best from them.

Top 5 Influences on Workplace Performance 2011	Employees 2011	Managers 2011	Leaders 2011
Reasonable salary/pay	1	1	=1
Being entrusted with responsibility/independence	2	4	3
Interesting/challenging work	3	=9	5
Good relationship with other staff	4	=9	=8
Job security	5	3	=8

Top 5 Characteristics of a Good Manager, (2011)

admin — Tue, 23 Aug 2011 03:01:35 +0000

Reflecting the results from non-managerial employees reported in late 2010, new findings from the L.E.A.D. Survey show that managers themselves hold a similar view of what makes a good manager – placing ‘is trustworthy and open in approach” equal top of the rankings with “gives me space to do my work but supports me”.

Leaders, however have an inverted view of the Top 5 placing “gives me regular honest feedback on how I’m going” ahead of all other characteristics.

Encouragingly though, employees, manager and leaders all share a common understanding of the five most important characteristics of a good manager (even though they may rank them in a different order) – a clear sign that they are on the same page
when it comes to recognising quality in management ranks.

Top 5 Characteristics of a Good Manager 2011	Employees 2011	Managers 2011	Leaders 2011
Is trustworthy and open in approach	1	=1	=3
Clearly communicates where we are going	=2	3	=3
Gives me ‘space’ to do my work, supports me	=2	=1	=5
Listens to/respects my input into decisions	4	4	2
Gives honest feedback on how I am going	5	5	1

Top 5 Characteristics of Employers of Choice – Employee View (2010)

admin — Tue, 23 Aug 2011 03:00:19 +0000

An employer of choice is “any employer that attracts, optimises, and holds top talent for long tenure … because the employees choose to be there”. The latest findings from the L.E.A.D. Survey suggest that organisations need to reinvent themselves to align more closely with the notion of employer of choice. L.E.A.D. results have identified the following as the top 5 (out of 20) characteristics of an employer of choice:

Top 5 Characteristics of Employer of Choice As of Now – Employee View (2010)	% in Top 5(Rank)
Recognises and rewards staff well	57 (1)
(=) Invests in the learning and development of its people	53 (=2)
(=) Operates ethically and fairly at all times	53 (=2)
Has family/life friendly workplace practices	42 (4)
Management is passionate and engaging to work with	40 (5)

The message is very clear – leaders and managers must recognise and reward staff for their efforts during the difficult economic times of recent years – and do so quickly before they walk, (as one in four are already out there applying for new jobs).

But they must also invest in the learning and development of their people, operate ethically and fairly and build a family / life friendly environment where people want to stay rather than leave for better opportunities.

If you’re not exhibiting these and other characteristics of employer of choice, chances are you may be finding it hard to keep your best people and attract others like them.

The complete list, results, explanations, and actionable recommendations to this and other key L.E.A.D. findings can be found in the book, A Decade of L.E.A.D. – Looking Forward, Looking Back.

Click here for more information…

Top 5 Qualities of Leaders and Managers for the Future – Employee View 2010

admin — Tue, 23 Aug 2011 02:58:31 +0000

In seeking to become employers of choice, leaders and managers will need to be mindful
of the expectations placed on them. The leader or manager of the future will be
a clear communicator, a provider of regular and honest feedback, fair and even-handed,
a great listener, open in their approach and trusting of their people.

If leaders and managers aren’t able to fulfil these expectations, the result
will be higher turnover, greater disruption and loss of productivity and performance.

Top 5 Qualities of Leaders and Managers for the Future As of Now – Employee View (2010)	% in Top 5(Rank)
Is fair and even handed/makes reasonable demands	46 (1)
Clearly communicates where we are going	43 (2)
Gives regular and honest feedback on how I am going	41 (3)
Listens to and respects my input into decisions	35 (4)
Is trustworthy and open in approach	32 (5)

Clearly, tomorrow’s leaders and managers are expected to be great communicators
(including listening), able to connect with the people they are leading and managing
and able to adapt and change to suit the changing circumstances facing the organisation.

The extent to which leaders and managers are able to achieve this connection and
communicate effectively with their people will be a key determinant of their ability
to retain and develop quality staff into the future.