Leaders and managers who recognize employees as holistic beings work/family set goals to meet this end. As employees build trust in their leaders to view them as “family” rather than a means to end dispatched at the first sign of trouble, they will assist in finding meaningful ways to stop the bleeding. Amy Gallo has additional ideas below:
Some managers neglect to think about what an employee is personally trying to accomplish in the context of work. “If I account for the interests of the whole person, not just the work person, I’m going to get more value from them,” says Stewart D. Friedman, Practice Professor of Management at the Wharton School and author of Total Leadership: Be a Better Leader, Have a Richer Life. For example, if your employee has expressed an interest in teaching but that is not part of his job responsibilities, you may be able to find ways to sculpt his job to include opportunities to train peers or less experienced colleagues.
The first step is for you to understand what these goals are. Ask employees if they have any personal goals they want to share with you. Don’t pressure them; they should only share these aspirations if they feel comfortable. Friedman suggests you then ask, ‘What adjustments might we try that would help you achieve your goals?” This allows the employee to take ownership over the solution. Just as with work goals, you need to be sure personal goals contribute to your team, unit, or to the company. “It’s got to be a shared commitment to experiment and mutual responsibility to check in on how it’s going. It’s got to be a win for both,” says Friedman. […]
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