Understanding Employee Needs To Inform Business Strategy

Your people want to grow… But you’re not listening. Employees crave development, not just feedback. Leaders miss the bigger picture: ↳ Skill gaps and ambitions. Otherwise, employees feel: 1. Unheard 2. Undervalued 3. Stuck Without growth, engagement drops. Turnover soars… You need more than feedback. You need an actionable strategy. Here’s how: 1. Use Structured Frameworks. - Standardized templates reduce personal biases. - Blend metrics with narratives for actionable insights. - Structured feedback eliminates guesswork. 2. Focus On Future Goals. - Set SMART goals to make development clear. - Shift feedback from past to forward-looking progress. - Align team growth with your company’s goals. 3. Listen To Employees' Voices. - Surveys uncover ambitions often left unspoken. - Safe spaces allow employees to share openly. - Listening fosters trust and deeper engagement. 4. Bridge The Gap For Future Success. - Use benchmarks to prioritize critical skill gaps. - Compare current skills to those your future requires. - Prepare employees today for tomorrow’s challenges. 5. Empower Growth Ownership. - Prompts like “Where do I excel?” spark reflection. - Encourage employees to own development paths. - Regular discussions keep growth consistent and visible. 6. Collaborate On Development Goals. - Build trust with safe, judgment-free feedback spaces. - Visualise their goals, showing progress and alignment. - Collaboration ensures both clarity and accountability. When growth is intentional, businesses succeed. Focus on development now to avoid turnover later. Invest in your people to future-proof your business. Follow Jonathan Raynor. Reshare to help others.

HR: Employees are leaving jobs. CFO: Do we have data on why they’re leaving? HR: Yes. 70% of our turnover is tied to unmet needs like growth, recognition, and flexibility. CEO: But how much does it actually cost us when they leave? HR: Each lost employee costs 1.5x their salary to replace, not to mention the productivity gap. CEO: We need to reduce spending. We can't spend on engagement programs. CFO: What’s the impact of these engagement programs on retention? HR: Programs focused on growth and recognition have reduced turnover by 25%, saving us $3M annually. CEO: Are there other benefits to meeting employee needs? HR: Absolutely. Employees who feel valued are 30% more productive and report higher satisfaction. CFO: What about profitability? CHRO: Engaged teams generate 21% higher profitability. It’s not just about keeping them. It’s about keeping them productive and motivated. CEO: So cutting back on programs that meet employee needs could cost us more? CFO: The data shows there’s a significant financial impact. HR: Meeting employee needs isn’t just an expense. It’s an investment in retention, productivity, and profit. The lesson? Employees quit when their needs go unmet, whether it’s for growth, recognition, or flexibility. Invest in your employees.

Stop creating strategy that lives in powerpoint. Start making strategy that lives in action. Having a great strategy is only the first step—activating it is where the magic happens. But strategy activation doesn’t just happen on its own. It requires intentional focus, clear priorities, and critical decisions. Here’s a breakdown of the 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐀𝐜𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧 𝐏𝐥𝐚𝐲𝐛𝐨𝐨𝐤 with key decisions for each element: 1. Empathy – Treat Employees Like Customers: 🤝 How can we lower the friction for employees to do the right thing? 🤝 How can we strengthen the connection between roles and strategy? 🤝 What tools and resources will address their needs effectively? 2. Insight – Understand the Real Employee Experience: 🔍 What are the root causes of current behaviors that may block progress? 🔍 What are the barriers to adopting new behaviors? 🔍 What obstacles and counterforces do we need to remove? 3. Service – Think of Strategy as a Service: 🛠️ How do we shape strategy as a tool that empowers teams? 🛠️ How can we foster permissionless action? 🛠️ What mechanisms can we use to help employees make decisions aligned with the strategy? 4. Alignment – Connect Strategy to Behavior: 🎯 What specific behaviors are critical for success? 🎯 How are these new behaviors different from today's behaviors? 🎯 How do we make these behaviors actionable and easy to adopt? 5. Environment – Change the Environment to Drive New Behaviors: 🌍 What environmental factors are reinforcing misaligned behaviors? 🌍 How do we design triggers and feedback loops to encourage desired habits? 6. Clarity – Tailor Your Communication: 🗣️ How do we adapt our messaging to meet employees where they are? 🗣️ What communication methods will make our strategy clear and engaging? 7. Advocacy – Recruit Strategy Ambassadors: 📣 Who are the key influencers we can empower as strategy ambassadors? 📣 What tools and training do ambassadors need to succeed in their role? 8. Iteration – Use Pilots and Replication: 🔄 Where can we run pilots to test and demonstrate the strategy in action? 🔄 How do we refine and replicate successful approaches across the organization? 𝐓𝐡𝐞 𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲: Strategy activation isn’t just about creating a plan—it’s about enacting intentional choices that empower your people and create momentum. Which element do you think is most important?