All businesses are looking for ways to make their employees more productive. In this respect, there is also a very strong focus on employee engagement. It is no secret that employees who feel engaged also tend to be a lot more productive. Employee engagement means that you have tools and processes in place that allow people to have a real voice in their company, and that they can see how their voice makes a different. In employee surveys, it is often found that workers feel leaders and managers have far more investment opportunities than grass root staff. The difficulty with this is that it is leaders and managers who actually 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. Clearly, it is necessary to fully study the pros and cons of investing in leadership development before making a final decision.
The biggest advantage is that we all know that leaders and managers have to be efficient, and this is what they learn during training. What they learn involves having better people skills, so as to become someone that can actually manage people. Only a manager with the right training and experience is capable of creating a truly engaged workforce. This means that through good investment, employees across the board can become more productive. Many employees only see that more money is spent on leaders, meaning they will start to resist any changes. Unfortunately, they don’t understand the importance of leadership investment, because it is making them feel left out. Unfortunately, they have a point. Since the start of the global recession, it has been administration and training that has had to suffer the cost. Although the economy is no longer shrinking, it will take a long time for that trust to be rebuilt.
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. Does this mean companies should invest in their leaders, or should they refrain from doing so? Most would agree that investing is a great idea, but only if it is clear what the benefits for other staff are too. The best way to achieve this is by organizing an engagement event in which the benefits of this training are discussed, as well as allowing your staff to benefit too, for instance by training now or at a later stage.