L.E.A.D. Survey Current Top 5s List
Following is a partial list of abbreviated results from recent L.E.A.D. Surveys.
For more in depth results on these topics, including comparison data from Leaders and Managers perspectives, as well as other major workplace issues tracked over the last ten years, have a look at our book,
A Decade of L.E.A.D. – Looking Forward, Looking Back.
Note: The top 5 results of each question are listed below in descending order, from highest to lowest, (i.e., the top ranking answer is listed first).
Top 5 Characteristics of Employers of Choice – Employee View (2010)
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)
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.
Top 5 Actions Taken by Management in Responding to the GFC – Employee View (2010)
On the back of the Global Financial Crisis, it is interesting to note the Top 5 actions taken by management in dealing with the impacts. Cost reduction, not replacing staff, and careful reviewing of staff levels and budgets appear to be the order of the day.
Top 5 Actions Taken by Management in Responding to the GFC
As of Now
Employee View (2010)
|
% in Top 5
(Rank) |
| Reduced costs |
54 (1) |
| Not replaced staff that have left |
51 (2) |
| Reviewed staffing levels |
51 (2) |
| Reviewed your budget |
46 (4) |
| Told staff there will be no pay rises in the near future |
34 (5) |
The order of actions varies marginally in the eyes of managers and business leaders but the top fives and their magnitude are generally consistent across all levels of organisations.
Top 5 Pressures on Employees – Employee View (2010)
Final results from Wave 3 of L.E.A.D. indicate that the nature of the Top 5 pressures on employees has not changed greatly in the past 3 years, although the order has shuffled, and the magnitude of pressure from each has diminished a little:
Top 5 Pressures on Employees
As of Now
Employee View (2010)
|
% in Top 5
(Rank) |
| Balance between work and personal life |
48 (1)(#3 in 2006 - 42%) |
| Higher performance expectations |
44 (2)(#2 in 2006 – 53%) |
| Changes to or added responsibilities |
43 (3)(#1 in 2006 – 57%) |
| Need to develop new skills and knowledge |
34 (4)(#6 in 2006 – 33%) |
| Higher customer / client expectations |
33 (5)(#5 in 2006 – 37%) |
The results also show that managers have a clear understanding of the pressures faced by their employees. Business leaders and senior managers also have a reasonably consistent perspective on the pressures facing their people with the only exception being the inclusion of the negative effectives of the global financial crisis in the Top 5 pressures they believe face their employees.
Top 5 Aspects of Confidence – Employee View (2009)
Despite the doom and gloom of recent months, employees in Australian and New Zealand organisations are surprisingly confident about the future of their organisations and their roles within them according to the latest Top 5 Aspects of Confidence…
Top 5 Aspects of Confidence
Employee View (2009)
|
Rating / 10
(Rank) |
| Your organisation’s future |
7.5 (1) |
| The standard of OH &S in your organisation |
7.4 (2) |
| Control over your life |
7.1 (3) |
| Job security |
6.8 (4) |
| Achieving balance between work and other aspects of your life |
6.6 (5) |
Reasonable salary/pay, job security and interesting/challenging work top the list of influences on workplace performance accordingly to the latest results. Job security has risen rapidly over recent years to take a more prominent role in influencing performance…
Top 5 Influences on Workplace Performance –
As of Now
Employee View (2009)
|
% in Top 5
(Rank) |
| Reasonable salary/pay |
46 (1) |
| Job security |
42 (2) |
| Interesting/challenging work |
40 (3) |
| Being entrusted with responsibility |
35 (4) |
| (=) Flexible work arrangements/hours |
33 (=5) |
| (=) Good relationships with other staff |
33 (=5) |
Reasonable salary/pay, job security and interesting/challenging are set to continue as the most influential drivers of workplace performance according to latest survey results. Reflecting the economic climate, job security has shown a meteoric rise since the last measure of influences in 2006 …
Top 5 Influences on Workplace Performance –
in 3 Years Time
Employee View (2009)
|
% in Top 5
(Rank) |
| Reasonable salary/pay |
51 (1) |
| Job security |
45 (2) |
| Interesting/challenging work |
41 (3) |
| Flexible work arrangements/hours |
37 (4) |
| Being entrusted with responsibility |
30 (5) |
Top 5 Reasons to Stay Where You Are
Reward and opportunity loom as the most likely aspects of the workplace that will retain staff in their current organisations based on a recent survey. Flexibility and fitting work in with life round out the Top 5…
Top 5 Reasons to Stay Where You Are
Employee View (2009)
|
% in Top 5
(Rank) |
| Salary increases |
63 (1) |
| Opportunities for career development |
54 (2) |
| Opportunities for training and development |
51 (3) |
| Flexible work hours |
40 (4) |
| Special arrangements to suit your lifestyle |
19 (5) |
Top 5 Reasons to Consider Going Elsewhere
Not surprisingly, reward and opportunity are the aspects most likely to lure current employees to explore other opportunities as shown by the latest survey. Balancing work and life would also seem to be an appealing element of other opportunities…
Top 5 Reasons to Consider Going Elsewhere
Employee View (2009)
|
% in Top 5
(Rank) |
| Salary increases |
77 (1) |
| Opportunities for career development |
55 (2) |
| Flexible work hours |
41 (3) |
| Opportunities for training and development |
35 (4) |
| Special arrangements to suit your lifestyle |
25 (5) |
Top 5 Characteristics of a Good Manager
Soft skills combined with clarity and fairness are the hallmarks of a good manager according to a recent survey of employees in Australian and New Zealand organisations. Clear communication and feedback, respect and even-handedness provide a glimpse of the expectations of employees towards their managers…
Top 5 Characteristics of a Good Manager
Employee View (2008)
|
% in Top 5
(Rank) |
| Clearly communicates where we are going |
57 (1) |
| Gives honest feedback on how I am going |
42 (2) |
| Listens to/respects my input into decisions |
35 (3) |
| Gives me “space” to do my work, supports me |
33 (4) |
| Fair/even-handed/reasonable |
31 (5) |
Top 5 Family Friendly Workplace Practices Offered
Consideration in the form of leave and flexibility are the key ways in which organisations can provide a family-friendly workplace. Being sensitive to the needs of workers with families can contribute to greater productivity and longevity in the workforce…
Top 5 Family Friendly Workplace Practices Offered
Employee View (2008)
|
% mentioned
(Rank) |
| Leave during school holidays |
74 (1) |
| Carer leave |
66 (2) |
| Parental leave |
62 (3) |
| Flexi-time to enable drop-off or pick-up of children from child care |
46 (4) |
| Paid maternity leave |
44 (5) |
