Why Asking Your Employees Where They Want to Go Is Important?

Strategic Advisor Board

Often, companies have teams that work together in buildings for long periods. But does the same strategy work for an individual employee? Sure, it's convenient for managers to know where their team members are always. But does the same strategy work when it comes to employees? Maybe not, at least not if you want to get the best from them. Let's explore why asking your employees where they want to go is essential and how you can use this technique to drive better performance with your staff.


What do employees want?

It's a question that many businesses are asking themselves. A recent report by Gallup shows how vital it is to get this right if you want to remain competitive. The survey of over 100,000 employees across 200 countries showed that the most engaged employees wish to do the following:


  • Have trust and confidence in senior leadership
  • Work with a coach or mentor
  • Know where the company is headed
  • Be able to have a positive social impact on the world
  • Be able to balance work-home life (where possible) or work remotely when necessary.
  • They have meaningful personal development opportunities. While the boss is not necessarily the source of this, they are the ones who can organize those activities.
  • Be managed in a way that empowers them to do their best work. It includes a trusting relationship with their boss, coaching and feedback, support, and encouragement.
  • Be able to give and receive timely, constructive feedback (especially when they are doing something wrong.)
  • Work on meaningful tasks.


What does it mean for business?

The report shows that getting this right can boost productivity and profits by 22% (yes, 22%). Even more impressively, is that the same Gallup report found that employee engagement has increased from 30% to 40% in the last decade. It is despite economic uncertainty and a global recession. So businesses are getting better at giving employees what they want. And if they continue to do so, it adds up to billions of dollars in increased productivity and profits.

 

So why haven't we all been doing this for years? It's not surprising that it takes time to understand and implement the techniques. So, in this article, we explore why asking employees where they want to go is essential and how you can use this technique to drive better performance with your staff.


Why is it important?

Usually, managers are too busy getting their heads down at work or in a meeting or conference call to pay attention and watch how their people operate. They miss the signs that things are not as they should be. However, asking your employees where they want to go puts the onus on them to plan their professional development and identify the skills and behaviors, they will need to become more successful with you. So how does it work?


Decide with your staff where you want them to go.

The first step is for you and your staff member to decide how best to make him/her successful in your team. Ask your staff member where he/she wants to go in their position, in your team, and at work.


Find out what the most critical skills and behaviors are for that role.

Help them identify how they will develop these attributes through coaching, mentoring, training, and support from you as a manager. You could ask them what they think they need or ask them to conduct a self-assessment. You could even do it yourself and get their feedback on how effective you are at being their coach or mentor.


Agree on next steps to achieve and measure progress against goal.

It's essential to make sure that your actions match their behaviors. So, you must be prepared to take the steps they need and reward them when they do the right things. If you don't, they will lose trust in you, which will prevent them from being as engaged with their work as they should be.

 

By asking where they want to go, you are forcing them to be accountable for the role they play. You're also providing them with an opportunity to be successful. What's more, having a clear plan in place for how they will move forward gives your staff member the chance to see themselves as someone who you and your organization value.


Support employees in achieving goals

The next step is for you to support them in achieving their goals. The result is that you have a fully engaged, productive, and satisfied employee who will make your business and your organization better.


What can this do for your business?

A great illustration of its work can be found in a case study published by Accenture in 2012. The company ran a program called "The Road Ahead" and surveyed employees on their work-life balance and personal desire. The company found that the more significant issues for employees included:


Frustration about work-life balance.

Employees were frustrated with long working hours and a lack of time for family, friends, and other activities outside of work. It's imperative to get this right in young employees who have yet to invest many years into their careers. However, this can lead to them leaving your organization if they're not happy. So it's important to address these matters before they become a problem (that could affect business performance).


Personal aspirations.

Employees wanted greater flexibility with their work hours and a better chance to get promoted. However, they also said they felt that promotions were based on things they couldn't control, such as their boss and the organization's culture or structure. The organization, therefore, needed to provide even more opportunities for development throughout the organization.


Unfocused meetings.

It was highlighted in the report that meetings were unproductive and had no purpose or direction. The solution was to limit their number, focus them on specific activities, and, if possible, hold them outside of regular hours.

 

The next step was that Accenture asked employees what they wanted from work, who they wanted to become, and what they wanted to achieve. The result was the "Accenture Future State," where the company identified four essentials that employees were looking for:


Greater choice.

Employees wanted more flexibility in how they worked. So, the organization needed to provide an environment where people could work remotely and flexible hours.


Greater control.

Employees wanted more control over how they were measured and to be able to prioritize their work activities. And they also said that they wanted to make decisions and take on more responsibility within the organization.


Greater recognition.

Overall, employees wanted greater recognition for their achievements, ensuring that their contributions were recognized. So, the company needed ways to recognize and reward people for exemplary work, even if it was outside working hours.


Greater purpose in life.

What this was all about was employees wanting meaningful work. They wanted a sense of purpose and felt valued as an individual. The organization needed to make sure employees felt respected and allowed to make a difference.


How do you implement it?

The key to achieving the desired results is to have an accurate picture of where your staff is during their time at work. You will find out how engaged they are with their work and how it impacts their productivity. You will want to identify areas where they need support and need to develop skills that will enable them to perform better.


For example, you may discover that your staff member struggles with giving a presentation. So, you can ask them to conduct a self-assessment or observe what skills are required for presenting well in front of other people. You could then provide coaching or training as part of their development.

 

Ask them where they want to be in their career, and then work with them to develop a plan to help them achieve that goal. For example, you might ask them to identify what skills they're going to need for promotion, how many people will need their help during the upcoming year, and how much time they will spend in each position. Then you can work out which of the roles available at your organization meet those criteria.

 

You can also develop plans for how your staff member will achieve their personal and professional goals. It can be an involved process and requires you to set the bar high for them. You need to let the staff members know that you believe in them and trust them to succeed. So, help them develop a plan specific to what they are looking for, so they can see themselves as someone who is being valued by the entire organization and who will make a difference.

 

The result is that your staff members will be more successful and motivated to achieve great things. And you will have created a highly engaged, productive, and satisfied employee who can make your business better.


What are some examples of different types of development programs?

 

To enable you to achieve your goals with your staff members, there are various types of development programs that can be used:


Cross-functional development programs.

These programs are designed to help people become skillful across the entire organization. It is a great way to improve performance and drive development throughout your organization. You can use these programs to go version through your staff members and allow them to unlock their full potential.


Job shadowing programs.

These programs allow employees to shadow someone who is currently working in a different role in the

business, so they can see how things are done from that perspective. It provides an excellent way for staff members to understand how others work, which can help them be more effective at their job.


Job rotation programs.

These are similar to job shadowing programs and allow people to explore other roles in the business. It is a good way for employees to understand what's involved within different functions, which will enable them to be more successful when it comes to their performance.


Orientation and training programs.

These are designed to help new staff members get up-to-speed on the company's culture and how things are done within the organization. It will help them be more effective from the very beginning and make a more significant contribution to the business.


Skill training.

It is designed for employees who need to develop specific skills for themselves. For example, you may have an employee who wants to improve their communication skills to be more effective during meetings or presentations. It is where you provide them with coaching or training opportunities that are specifically designed to address their concerns and needs.


Scholarship programs.

These are designed for employees who want to study or learn about a specific subject. For example, you may have a staff member interested in creating websites and wants to know more about the technology behind them. It is where you provide them with the information and training that they can use to understand better what it takes to design a successful website.


Experiential learning programs.

These are designed so employees can get out there in the world and gain more hands-on, practical experience. It is a great way to go beyond their current training and understand how things work in the real world.

 

What can you do to ensure staff members are motivated during their time at work?

There are several different strategies you can use to improve motivation, which includes:


They are improving the staff member's perception of their career opportunities.

It's essential to create a positive perception of what is available to achieve in their career. It will make them feel like there are open doors for them to take advantage of and be more effective at achieving their personal and professional goals.


You are building a sense of pride in the work that you do.

Whether it's through a team mentality or seeing the big picture of how everything works, people will have a better perception of their role and feel more motivated to do well.


We are offering rewards for being successful.

It can be offered through monetary gain, recognition within the organization, or even participating in an outing such as a sporting event or lunch at a nice restaurant. You can also use these rewards to celebrate achievements or improve performance on an ongoing basis.


You are providing plenty of recognition for your employees.

Everyone likes to be acknowledged and appreciated for their efforts and know that they are doing a good job. It helps them feel more motivated and increases their engagement with what they do within the business.


Do you feel like you are struggling with putting "strategy" and "business growth concepts" in place that make a difference? Doing it all is overwhelming! Let’s have a honest discussion about your business and see if the Power of 10 can help you. Click “HERE” to have a great conversation with our team today.


Written and Published By The Strategic Advisor Board Team
C. 2017-2021 Strategic Advisor Board / M&C All Rights Reserved
www.strategicadvisorboard.com / info@strategicadvisorboard.com

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The Balancing Act: Profit, Ethics, and Social Responsibility in Business

By Jason Miller • January 14, 2025
In the complex realm of modern business, there exists a perpetual balancing act a delicate equilibrium between profit, ethics, and social responsibility. It is a realm where financial success meets moral compass, and where the pursuit of self-interest converges with the greater good of society. This article embarks on a journey to unravel this intricate interplay and explore how businesses navigate the sometimes-turbulent waters where profit motives, ethical considerations, and social responsibility converge. At its core, the balancing act we explore here is about harmonizing two seemingly contradictory forces: the relentless drive to maximize profits, often seen as the lifeblood of any enterprise, and the ethical and social responsibilities that guide businesses toward a more sustainable and compassionate path. It is about understanding that success in the modern business world is no longer solely defined by financial gains but also by the positive impact a company has on its stakeholders and the broader community. In a world where consumers, investors, and employees increasingly demand more than just profits from corporations, understanding and mastering this balancing act has never been more critical. So, join us on this enlightening journey as we dissect the intricate dance between profit, ethics, and social responsibility, and uncover the blueprint for creating a business world that thrives while making a meaningful difference. Profit vs. Ethics At the heart of the balancing act in business lies the tension between the pursuit of profit and the imperative of ethical considerations. This tension has been a hallmark of the business world for centuries, and it continues to shape the decisions and actions of organizations large and small. The Pursuit of Profit Profit is often viewed as the primary goal of business. It's the financial engine that drives growth, innovation, and sustainability. Businesses exist to generate revenue and provide returns to shareholders, and this drive for profit can sometimes lead to a singular focus on the bottom line. Ethical Dilemmas in Business Yet, the pursuit of profit is not without its ethical challenges. Businesses frequently face dilemmas that force them to consider the moral implications of their actions. These dilemmas may include issues such as: Labor Practices: Decisions related to fair wages, working conditions, and employee rights can test a company's commitment to ethics when they intersect with profit considerations. Environmental Impact: Balancing profit with environmental responsibility is a common challenge. Companies must decide how to manage their ecological footprint while remaining economically viable. Consumer Welfare: Ethical questions arise when it comes to product safety, marketing practices, and fair pricing. Companies must weigh these considerations against profit margins. Balancing Profit and Ethical Considerations The key to success in navigating the profit vs. ethics conundrum lies in finding a balance. Businesses that excel in this area recognize that profitability and ethics are not mutually exclusive. Instead, they understand that ethical behavior can lead to long-term profitability by fostering trust, enhancing reputation, and attracting socially conscious customers and investors. Social responsibility in business In today's interconnected world, businesses are increasingly expected to operate with a sense of social responsibility. This concept, often referred to as Corporate Social Responsibility (CSR), transcends the traditional profit motive and emphasizes a company's obligations to the broader society in which it operates. Understanding Corporate Social Responsibility (CSR) Corporate Social Responsibility (CSR) is a voluntary commitment by businesses to act ethically and contribute positively to society beyond their primary profit-making objectives. It encompasses a wide range of activities and initiatives aimed at addressing social, environmental, and ethical issues. Key aspects of CSR include: Environmental Stewardship : Implementing sustainable practices to reduce carbon footprints, conserve resources, and minimize environmental impact. Community Engagement : Engaging with local communities and supporting social initiatives, such as education, healthcare, and infrastructure development. Ethical Governance : Ensuring transparency, accountability, and ethical behavior within the organization, including fair treatment of employees and ethical supply chain practices. Philanthropy : Donating a portion of profits to charitable causes or organizations, either through financial contributions or in-kind support. Impactful CSR Initiatives Businesses engaging in CSR initiatives can create a positive impact in various ways: Enhanced Reputation : Demonstrating a commitment to social responsibility can enhance a company's reputation, fostering trust among consumers, investors, and stakeholders. Attracting Talent: Companies known for their social responsibility tend to attract top talent who are passionate about working for organizations aligned with their values. Competitive Advantage : CSR initiatives can be a source of competitive advantage, as socially conscious consumers increasingly prefer brands that align with their values. Risk Mitigation : Ethical behavior and responsible practices can help mitigate legal, regulatory, and reputational risks. Integrating Social Responsibility into Business Mod els Successful CSR initiatives are not mere add-ons; they are integrated into the core business strategy. Companies that excel in social responsibility go beyond one-off philanthropic gestures. They embed ethical and sustainable practices into their operations, products, and services. Challenges and Ethical Considerations As businesses strive to balance profit, ethics, and social responsibility, they encounter a spectrum of challenges and ethical dilemmas that demand thoughtful navigation. These challenges underscore the complexity of the balancing act and the need for conscious decision-making. Ethical Challenges in Pursuit of Profit Short-Term vs. Long-Term Gains : One of the fundamental ethical dilemmas is the trade-off between short-term financial gains and long-term sustainability. Businesses may be tempted to prioritize immediate profits, potentially at the expense of long-term environmental, social, or ethical consequences. Cost-Cutting vs. Fair Labor Practices: Striking a balance between cost-cutting measures and maintaining fair labor practices can be challenging. Ethical concerns arise when businesses seek to reduce labor costs through practices that compromise worker rights and well-being. Transparency and Accountability : Ensuring transparency in financial reporting, supply chain practices, and corporate governance is an ethical imperative. Businesses must grapple with the ethical dilemma of balancing the need for transparency with protecting proprietary information. Balancing Short-Term Gains with Long-Term Sustainability The tension between short-term gains and long-term sustainability is a recurring challenge. Ethical businesses recognize that prioritizing sustainability, even if it involves initial costs, can yield long-term benefits. However, the pressure to deliver immediate financial results can create ethical conflicts. Reputation Management and Ethical Crises Maintaining a strong ethical reputation is vital, but businesses can face ethical crises that tarnish their image. Ethical considerations must guide crisis management strategies to regain trust and credibility. Complexity of Supply Chains Global supply chains often involve multiple stakeholders and regions with varying ethical standards. Businesses must grapple with the challenge of ensuring ethical practices throughout their supply chains, addressing issues like child labor and environmental degradation. Ethical Decision-Making At the core of these challenges is the need for ethical decision-making. Businesses must establish clear ethical guidelines, codes of conduct, and decision frameworks to navigate complex situations where profit and social responsibility intersect. Striking the right balance between profit, ethics, and social responsibility requires vigilance, commitment, and a long-term perspective. It demands that businesses prioritize ethical considerations not as an afterthought but as a core element of their business strategies. The following sections will delve into successful case studies and emerging trends that showcase how businesses can overcome these challenges while upholding their ethical responsibilities. Future trends The landscape of business ethics and social responsibility is continually evolving, shaped by changing societal values, technological advancements, and global challenges. To stay ahead in this dynamic environment, businesses must anticipate and adapt to emerging trends. Here are some future trends that will influence the way companies balance profit, ethics, and social responsibility: Evolving Business Paradigms Purpose-Driven Business: The trend toward purpose-driven businesses is expected to intensify. Companies that prioritize a clear sense of purpose beyond profit will resonate more with socially conscious consumers and investors. Stakeholder Capitalism : Businesses will increasingly adopt a stakeholder-centric approach, recognizing that they have responsibilities not only to shareholders but also to employees, customers, communities, and the environment. The Role of Technology and Globalization Ethical Tech : The technology sector will face increased scrutiny regarding ethical considerations, data privacy, and the responsible use of artificial intelligence. Ethical tech practices will become a competitive advantage. Supply Chain Transparency : Advancements in blockchain technology will enhance supply chain transparency, enabling consumers to trace the origin and ethical practices associated with products. Emerging Trends in Social Responsibility Environmental Sustainability : Climate change mitigation and environmental sustainability will remain at the forefront of social responsibility. Companies will be expected to set ambitious sustainability goals and reduce their carbon footprint. Diversity, Equity, and Inclusion: Companies will continue to prioritize diversity, equity, and inclusion in the workplace, with a focus on closing gender and racial gaps in leadership positions. Social Impact Investment: Social impact investing, where investors seek both financial returns and positive social or environmental impacts, will gain momentum, influencing corporate decision-making. Ethical Supply Chains Circular Economy: The transition to a circular economy, where resources are reused and recycled, will become a standard practice for businesses seeking to reduce waste and environmental impact. Ethical Marketing and Transparency Authentic Branding : Authenticity in marketing will be crucial. Consumers will demand transparency and honesty in advertising and branding efforts. Sustainable Packaging: Ethical packaging choices, including recyclable and biodegradable materials, will become more prevalent as consumers prioritize environmentally friendly options. Regulatory Changes Tightening Regulations: Governments and regulatory bodies are expected to introduce more stringent regulations related to ethical business practices, requiring greater compliance and transparency. Employee Well-Being Work-Life Balance : Companies will prioritize employee well-being, offering flexible work arrangements and mental health support to address work-related stress and burnout. Adapting to these trends will be essential for businesses aiming to thrive in an increasingly conscious and interconnected world. By embracing these shifts and integrating ethics and social responsibility into their core strategies, companies can not only navigate the evolving landscape successfully but also contribute to a more sustainable and responsible global business ecosystem. Conclusion In the intricate dance between profit, ethics, and social responsibility, businesses find themselves at a pivotal crossroads. The challenges are abundant, the dilemmas are complex, but the imperatives are clear. This exploration has illuminated the fact that the pursuit of profit does not have to come at the cost of ethics or social responsibility. In fact, businesses that strike a harmonious balance between these elements can thrive in a rapidly changing world where consumers, investors, and stakeholders demand more than mere financial returns. The future of business lies in embracing emerging trends that underscore the significance of ethical behavior, social impact, and sustainability. Purpose-driven businesses, stakeholder-centric models, and the responsible use of technology are set to redefine success. Ethical considerations, from diversity and inclusion to supply chain transparency and environmental sustainability, will shape corporate strategies and decisions. As the world becomes more interconnected and information flows more freely, authenticity, transparency, and accountability will be non-negotiable. Are you ready to navigate the complex interplay of profit, ethics, and social responsibility in your business? Contact Strategic Advisor Board today to align your business strategies with ethical practices and social responsibility, ensuring a sustainable and successful future in the modern business landscape. Let's make a meaningful impact together! This article was brought to you by: Jason Miller, AKA Jason "The Bull" Miller, Founder/CEO and Senior Global Managing Partner of the Strategic Advisor Board - What has your business done for YOU today? The Strategic Advisor Board is designed to help you get over, around or through so you can reach your next goal. That is what we were built for and we are really good. Just reach out and touch us here to setup a call and have a quick conversation with our team today. Written and Published By The Strategic Advisor Board Team C. 2017-2023 Strategic Advisor Board / M&C All Rights Reserved

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Inventory management has improved as AI enhances the forecast of its needs based on past data and trends. This greatly reduces food wastage and assures the availability of popular items. Moreover, AI further monitors equipment performance and predicts when maintenance should be performed. This prevents service disruptions and ensures a smooth flow of operations. The proactive approach of AI allows restaurants to deliver constant quality service without experiencing sudden system downtime, further enhancing the reliability and experience of dining out. AI-Enhanced Customer Feedback Mechanisms AI is changing the way restaurants handle guest feedback and improve their service. AI tools automate real-time feedback, collecting, capturing, and analyzing it instantly. This allows restaurants to take immediate action on issues and often prevent them before a customer leaves. Beyond this, AI can automatically analyze online reviews for important insights into customer satisfaction and where improvements need to be made. Moreover, AI systems handle follow-up communications, personalized responses, and reinforcement of positive experiences that assure you your opinions mean something. This approach not only builds loyalty but also encourages you to return, knowing your feedback will be valued. Seamless Integration and Strategic Benefits of AI The real power of AI in restaurant customer service lies in its seamless integration across all touchpoints. AI improves the customer experience through immediate responses and personalized engagement, freeing the staff from personal attention to detail that will make experiences memorable. It drives operational excellence by predicting customer trends. 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