Do the leadership competencies identified for major improvement align with a specific question in the engagement survey?
The suggested leadership qualities that are required for improvement are as follows: endurance, influence, and the capacity to drive transformation. Resilience has a wide-ranging impact on an individual. It alters their approach to their work, their ambitions, and their interactions with others. It has the ability to foster compassion and understanding, enabling leaders and employees to accept variations between them while still feeling safe enough to investigate conflicting ideas thoroughly. This is important – it has the potential to revolutionize the way they engage, thus fostering a significant employee engagement leading to job satisfaction (Jurie, 2020). When the leaders influence the employees’ working conditions and improve them, they feel a sense of involvement and increase their commitment. The leader’s influence makes the employees have a sense of engagement. Through this initiative, the leaders enforce additional skills to the employees, thus leading to job satisfaction. A leader who is able to drive a transformation in an organization has the ability to establish policies that maintain employee satisfaction high. Through this initiative, the leaders implement policies that ensure employee engagement as well as other approaches that lead to job contentment (Burger, 2019).
How will improvement in the leadership competencies you have identified positively impact the results in the next employee engagement survey?
Workers within the corporation are not receiving the necessary assistance and advice from their management staff. If the management staff develops the aforementioned competencies, they will not only be highly successful leaders, but they will additionally be highly productive and reliable with their workforce. If managers use the leadership competencies of resilience, influence and capacity to drive transformation, the employee’s involvement survey can significantly improve. Leaders will be capable of providing their employees with the advice and assistance that they require. As a consequence, future worker evaluations would be improved. Workers would receive assistance and advice from their managers, and they would believe that their managers are collaborating with them to achieve functional and interpersonal objectives. This would enhance the next worker involvement survey’s findings.
References
Jurie. (2020, August 11). The link between resilience & job satisfaction – Driven. Driven Resilience. https://home.hellodriven.com/articles/quantifying-the-link-between-resilience-and-job-satisfaction/
Leigh Burger. (2019). Understanding Change and Its Impact on Engagement. https://www.achievers.com/blog/understanding-change-impact-engagement/
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