Nathan had some time to think this one over. Giving people more money wasn’t the answer. Compensation is necessary, but seldom a driving force for performance.
“I guess I would have to find out what people really want from their job,” Nathan answered.
“And how would you find that out?” I asked.
“Sometimes, our company puts out an employee survey.”
“And how helpful is that survey to you as a manager?”
Nathan grinned. “Not really helpful at all. The wording on the survey is usually very generic and heck, I don’t even know if the responses are from my team members or someone else’s team.”
“So, how would you find out?” I repeated.
“I guess I would have to just ask them,” Nathan finally concluded.
“All at once, or one at a time?”
“I don’t know, it is kind of a strange topic. I can’t ever remember any of my bosses ever asking me what I wanted out of my job. Maybe I should tackle this one on one.”
“Good,” I nodded. “Now let’s think about what that conversation would sound like.”
I agree with this topic to be instrumental in assessing direction along with corrections. You are up to something really good…… What do you then with the information obtained from the survey? how and how much can you implement?