What do these employees want from me?

If you are a manager or a team leader, you often face many challenges, and when working with individuals in your team, it’s common to become exasperated when you don’t get the results you are expecting. Frustrated, you wonder what the heck is going on, and you may even second-guess the skills or dedication of your staff or perhaps even your own ability to identify the right talent in the first place.
Sound familiar? Well, before you get down on yourself or your team, ask yourself this question: What do my people want from me?
Next ask yourself: How can I best provide what my people want from me in a way that will enable their best performance? Thoughtful responses to these questions will put you well on your way to unlocking not only the true potential of your people, but your own management potential as well.
At this point you may be thinking; this sounds so incredibly simple that it can’t possibly work. And yet, by identifying and satisfying the needs and the desires of these individuals at work relative to the job that they’re doing and the environment that they’re in, you’re more likely to get to the performance, productivity and levels of engagement that we often read about. So stay with me here.
Here’s the deal: The reality is that there are many managers that manage without really knowing what drives their people. Instead, they go by their gut instincts. Now, this is not necessarily their fault – perhaps they weren’t taught these things as they were coming up through the ranks. As a result, they rely on subjectivity when working with individuals and try to make it up as they go along. More often than not, they end up throwing their hands up in frustration wondering where it all went wrong.
Some managers are natural people-leaders – and people-readers. If you’re lucky enough to be one of them, I applaud you. For the rest of us, all hope is not lost! There are a number of different ways that you can improve along if you apply the right tools. These include pre-employment interviews, cultural organization surveys and things like performance management, performance reviews (I know they have a bad rep sometimes but they’re very prevalent), and 360-type reviews can also provide a lot of good information. Unfortunately, these don’t get to the heart of each individual’s motivating needs – the things that drive what people need most from their work in order to perform at their best.

This is why I’m such big fan of behavioral assessments. They allow you to get at this rich area, and they can really empower a manager by demystifying part of that key people process. They can be used not just at the individual level but also across an entire team or even through an entire organization.
Once you’re able to answer the question about what drives people and you truly understand what they want, it can be very powerful for you to ask the same thing of yourself as a manger. This can lead to greater self-awareness. One of the most important traits for a successful manager to have is self-awareness. When you fully understand yourself, you’re better able to manage your staff by optimizing your own behavior. You also have the opportunity to do a bit of self-coaching to understand how the behavioral changes you’re making are positively impacting your results. By uncovering areas where you may need a little bit of personal development and following through to get better, you’ll set the example for those of whom you need to follow suit.
So bring on the assessments, the awareness, and the improvements! Your team will be the better for it.
Allow me to introduce you to one of the most effective Behavioural Assessment tools – Personal Development Analysis (PDA).

PDA when used correctly, can be your best ally in this journey.
Start by taking your own assessment, to identify your own profile ; – which will show you your strengths, style of leadership, style of communication and decision making, your emotional intelligence, key motivators, areas for development and so on. This is a key step in your journey of self-awareness and hence self-leadership. You will then get similar information for each of your team members, including their key drivers, motivators, energy levels, emotional intelligence, as well as insights on how to lead each of them individually, to achieve optimum potential and productivity.
Once this is done, PDA offers you a Leadership Matching report. This is one of the most powerful allies a manager can have. We get to merge your own profile to the profiles of each of your direct reports. The results are incredibly amazing. Suddenly, you get to see your leadership style reflected against each of your employees – and the impact therein; the report will show you what to do in order to lead each employee most effectively, how to motivate each person. It identifies for you potential areas of conflict with each person, and what steps to take to remedy such conflict.
What do these employees want from you?
PDA will provide you with the answers you need to make you a most effective and results achieving leader and manager.