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Myth #1: Myth #3:

Not everyone wants to be a leader! Organizations don’t need to invest in the
employee experience!
While it may be true that not all employees want to
be in a formal leadership position, that doesn’t mean they Regardless of a person’s role, today’s employees
don’t want to be a leader. When we view leadership as are stressed, disengaged, and frustrated, which can
skills that can be taught, rather than a quality or charac- have a negative impact on performance. Knowing this,
teristic, the possibilities are endless. organizations need to decide how to best invest in the
In fact, a recent Wiley Workplace Research survey employee experience. The current Wiley Workplace
found that 20% of respondents felt the biggest benefit from Research survey found that employees who feel valued
leadership training was employee empowerment. Nearly as a person by their employer will positively affect
1/3 said leadership training improved relationships and business outcomes.
engagement. What does that look like in a practical sense? Specifically, 87% said they would feel less stressed,
Organizations that give employees the skills needed to be with 96% sharing they would be more productive. Ad-
successful will also help empower those employees to be ditionally, 97% said that feeling valued would increase
leaders in their roles. The bottom line is this: Developing motivation, and 96% said they would stay at the organi-
leadership skills at every level is a worthy pursuit. zation longer.

TOP BENEFITS OF FEELING VALUED AT WORK Myth #4:

Employees are resistant to "return" to work!
Most of us have heard the adage, "it's not what you
say, it's how you say it”. The notion that employees
87% 96% are reluctant to return to work is a perfect example of
this because it implies that they haven't been working.
feel would be more In actuality, they are returning to the office, not their
less stressed productive
work. When employees constantly hear phrases that
denigrate their performance, it can be demoralizing and
create resentment. Moreover, employees have evolved,
and the workplace needs to reflect this.
As employers and leaders consider language
around change, the message conveyed should be clear,
positive, and forward-thinking. How a “return to work”
97% 96% message is conveyed and interpreted will significantly
affect employee retention and engagement. People
would have would stay at
increased the organization want to work; however, their priorities about the work
motivation longer experience have evolved.
Today, people are seeking purpose, connection,
validation, and growth in addition to a compensation
and benefits package. People want to work for an
organization that recognizes and values their potential
and invests in their success.
Myth #2: How can one influence the employee experience in a

Pay is the most important priority for employees! positive, lasting way? It is easy, by listening. Making a
commitment to employees demonstrates one’s investment
While pay is a factor for employees, it is not the most in creating a culture where people feel valued, heard,
important. Employees are more concerned about working and empowered to lead in their roles. Only then will
in a positive culture. one’s organization start to fully unlock the potential of
The truth is that pay can only go so far when there is your people. N
a negative or toxic work culture. If The Great Resignation
highlighted anything, it’s that people want to feel valued, Courtesy of Wiley Professional Learning. For resources
seen, and heard by their employer. Creating a positive and solutions visit our new website at https://
work culture will not only improve engagement and assessmentspecialists.com/ or email at MCaspole@
retention but also business outcomes. AssessmentSpecialists.com.

20 NBIZ ■ October 2022