The majority of businesses out there would do anything to make their employees more productive. One thing that businesses use in order to achieve this productivity is look at their employee engagement. It is a known fact that engaged employees are a lot more productive. Employee engagement is all about making sure that employees have a role to play in the development of their organization and that they know how their ideas are implemented. One issue that comes up again and again is that employees feel that too much money is being spent at the top, where the leaders and managers sit. What complicates this matter is that it takes a strong leader or manager in order to be able to implement employee engagement. As such, businesses find themselves having to choose between investing in leadership development and getting the rest of the workforce upset, or having leaders and managers that are unable to truly do their job. This is why it is so important to fully understand the advantages and disadvantages of investing in leaders and managers before deciding what to do.
Clearly, the advantage of ongoing training is that leaders can become better role models and more efficient at work. They will learn how to treat the staff they manage, creating a better work atmosphere. This is an important element of making all employees more engaged. In effect, when you decide to put money into the training of your leaders, your entire workforce should become more productive. Many employees only see that more money is spent on leaders, meaning they will start to resist any changes. Basically, the regular workforce feels as if they are not being invested in enough, and that it is therefore not warranted to invest in leadership either. The truth of the matter is that they have good reason to feel this way. As soon as the recession started, businesses started to axe their training and administration budgets, affecting those at the bottom more than anyone else. The economy may be recovering now, but the trust is gone.
Funnily enough, building trusting relationships is an essential part of leadership development. It is very difficult for a company to choose camp in these situations. On the one hand, they want to get the most out of their workforce and use the fact that leadership development brings about greater productivity, but on the other hand they don’t want to further angry their employees. Most would agree that investing is a great idea, but only if it is clear what the benefits for other staff are too. This is best done by engaging the other employees and making an equal investment in them, either now or in the future.