As life priorities continue to recalibrate in the wake of the pandemic, today’s employees are looking for work experiences that satisfy five essential human needs:
1 – Achieving GROWTH
Improving their skills and making progress in their occupations and careers
(Note: this does not always mean promotions)
2 – Having an IMPACT
Making a difference in meaningful ways
3 – Feeling VALUED
Being held in high regard by the group and appreciated for the impact they make
4 – Experiencing ENJOYMENT
Finding joy and fun in the work experience
5 – Room to REPLENISH
Having time to rest, recover, and renew their energy
When leaders help employees fulfill these needs, they create an energizing, emotionally healthy environment where employees are willing and able to contribute fully.
The “willing” part is primarily about relationships.
When co-workers and leaders are perceived to be “safe,” employees are more willing to give away their personal resources to help the group succeed. Those personal resources are typically time, effort, energy, ideas, and advocacy. This is why creating the experience of a healthy “work family” where people look out for one another is such a critical factor in achieving high performance over the long term.
The “able” part is also about resources, but this refers to the resources provided by the leader or the organization.
This is a point that is often overlooked or discounted by decision-makers. Without sufficient time, energy, staff, information, training, materials, or tools, employees are ill equipped to be remarkably successful. This is why, as advisors and consultants, we emphasize the importance of investing in proper strategic planning, ongoing process improvement, and relentless prioritization. As the playing field changes – as it does so often in today’s era – it’s important to have a method for adjusting the strategies needed to keep moving forward.
Want to talk more about the 3 leadership behaviors that amplify trust, collaboration, wellbeing, and helpfulness? Email me.
About the Author
A former executive and global leadership advisor, Jessica Walter has been helping leaders solve their most complex culture, engagement, and communication challenges since 2003.
She spent 15 years on the executive teams of government, non-profit, and publicly traded businesses before transitioning into leadership and business advisory roles, including a senior position at a global consulting firm.
Jessica has presented practical and perspective-shifting advice on leadership and communication to a variety of audiences, including the annual conferences and leadership expos for psychologists, CEOs, emergency responders, financial services employees, and government leaders.
Her research includes leading multiple studies on communication, relationships, and leadership effectiveness, and her advice has been featured in numerous publications.
She has studied at Wharton, Duquesne, and Towson. She holds the Accreditation in Public Relations (APR) and certifications as a Leadership Coach and Hogan Assessments Advisor.
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