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Derek Heim

Far too often, we hear stories about executives not caring about their workers. The stereotypical leader focuses on one idea, and one idea only, and that’s making money for the business. Although this is important — and ten years ago this may not even have been a topic of conversation — today we know there’s more to it. An executive is only as successful as their employees, and fostering a positive Worker Experience is key to the success of any institution — nonprofit and corporate alike.

It can be difficult to distinguish between the need for ROI and the goal of having a unique Worker Experience. Afterall, companies seem to need money more than they need happy workers. However, it is imperative to balance these two objectives. Having a worker who actually wants to work will lead to an increase in pipeline, ROI, and overall profit.

Regardless of industry or company size, many leaders tend to get so caught up in business insights, they forget to remember their employees. Forgetting about the Worker Experience and neglecting culture initiatives can lead to very negative, (if not destructive) consequences. Today’s leaders can improve day-to-day functions and build confident teams by focusing on the engagement, productivity, and agility of their workers.

Engagement

The engaged worker can be an unimaginably positive facet of an organization. They feel compelled to work, and hit the ground running when new projects are assigned. They can be true leaders in an organization, if given the correct guidance from both their external and internal environments. As an article from Forbes points out, “Most people live in a restricted circle of potential,” and it is when we work past this circle that we truly become ourselves and are capable of achieving greatness. When executives strive to make the Worker Experience a priority, they will begin to see a dramatic shift in employee engagement.

Productivity

Productive workers are key to an organization’s culture, for obvious reasons. Productive workers are the people in your organization that get things done — they meet deadlines, build strong relationships with customers, and are highly respected by colleagues.

They’re capable of getting the information they need quickly, from the most reliable sources, in real time. If these things aren’t happening, it’s the responsibility of business leaders to create an environment that allows for it. Even the most dedicated worker won’t be productive if they’re constrained by broken processes or outdated technologies.

Agility

Leaders are responsible for creating a culture of agility. To be agile is to be adaptable. With the speed at which business and technology changes, it’s important to encourage continual learning and constant vigilance to market conditions. When you have workers actively seeking out new information, your company will be on top of the latest trends, and will be able to predict problems, obstacles, and other threats.

Taking into account the importance of the Worker Experience, a confident leader will be able to see what’s working and what isn’t, and be empowered to make operational changes. Confident, empowered workers are a key ingredient of the worker engagement recipe. Check out our ebook to learn more. 

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