Steps that are necessary to turn things around

a training programme this week for a five-star hotel that has been the preferred venue for some of the most important dignitaries, musicians, sporting icons and personalities in the world over the past 20 years.

While it remains an iconic spot, it has had to deal with fierce competition and changing customer preferences.

I took on the project because the hotel has a tremendous value proposition and it is staffed by a dedicated team of professionals. The general manager is a warm, affable and capable leader whose no-frills leadership style augers well for its rejuvenation.

I worked hard to connect the participants to the hotel’s transformation effort.

To achieve my objective, I focused on what the employer and employees want from each other.

I shared ideas that were aimed at sorting out transitional issues in any company.

So, what do employers want? To understand this, I used a recent survey from the National Association of Colleges and Employers in the United States that asked employers to identify the most important attributes they looked for in new hires.

The biggest quality an employer looks for is problem-solving skills. In the survey, it received an 82.9 per cent importance.

This means that if you want to be valuable to your employer, make it a priority to become solution oriented. This trait helps you build and work in teams more effectively.

The next thing I discussed with the participants was on how to increase and consolidate their communication skills. The research shows that the ability to communicate effectively is valued at 80.3 per cent.

In modern businesses, you will spend time writing emails, reports and all manner of communiqués.

Hone your writing skills because your employer really needs this, and he or she will place a huge emphasis on you really understanding how to do this well.

I then asked the participants to consider ideas on personal leadership.

When you show proficiency in the ability to guide yourself or your team towards meeting agreed goals, you will become an asset to your company. This also means that you exhibit a strong work ethic — a definite positive in turning things around.

I also had the opportunity to discuss with the general manager and a few senior managers on what their employees might want from them.

Understanding these ideas will certainly help if you are leading a team that needs the right motivation to put the business back on a growth trajectory.

Anyone in a leadership position must pay close attention to these suggestions because knowing what your employees need and acting on them constructively produces results.

Multiple studies indicate that while salaries are not the biggest motivators for an employee, everyone wants to be paid what he or she is worth. So, an employer must always know the market rates for the jobs it has on offer and pay its team properly.

The employer must be transparent with the employees on what it is willing to pay in return for them fulfilling its expectations.

Aspirational earning is a motivating tool, so declare how much everyone is being paid and, if there is a wage disparity, be clear as to why someone else is paid more.

The only acceptable justification is if it can be clearly shown that those people who are paid more actually do deserve it.

Proper care in the form of a solid benefit package also figures very high on the wish list of employees.

For instance, a survey by Harris Polls revealed that employees ranked health insurance as the highest benefit they needed.

It’s undoubtedly an investment worth making to incentivise the staff.

I also gathered that the staff really needed and demanded work-life balance, and it didn’t really surprise me when I heard this.

A Deloitte’s global survey on employee needs placed this almost on par with salary.

If you, as the employer, want your team to perform at optimum levels, offer appropriate opportunities for recreation and life outside of work.

The most important thing I found out from my training programmes was that many people in an organisation had no clear drive; they seemed to be crying out for an infusion of purpose.

While employees see their salary as being vital, leaders must understand that everyone performs so much more conscientiously when his or her work-life is instilled with a sense of purpose.

For example, a research by Rutgers University shows that 50 per cent of millennials will take a pay cut for work that is socially responsible and places emphasis on having a positive impact on society.

It is vital for both employers and employees to understand what is needed to turn a company around.

Do you know what is needed?

The writer is managing consultant and executive leadership coach at EQTD Consulting. He is also the author of the national bestseller ‘So, You Want To Get Promoted?’

If you want to be valuable to your employer, make it a priority to become solution oriented. This trait helps you build and work in teams more effectively.