FOR IMMEDIATE RELEASE:
Brian Binke, CEO of The Birmingham Group – A member of the Sanford Rose Associates® network of offices, Authored “How Job Autonomy Improves Job Satisfaction and Increases Retention” Featured in Construction Today
Brian Binke is currently President and CEO of The Birmingham Group – A member of the Sanford Rose Associates® network of offices, an executive search firm located in Berkley, MI. They specialize in construction, oil and gas. The following is an article published in Construction Today.
Plano, TX 6/22/2018
Leaders are responsible for making sure the whole construction team has the confidence they need to do their job to the best of their ability. It is easy to underestimate how important autonomy is to retention and overall job satisfaction. If employees do not feel like they have the ability to set their own path, they frequently look for another job that gives them more freedom. By emphasizing job autonomy, leaders can build trust, improve innovation, eliminate confusion and increase job satisfaction.
As a leader, not listening to other people’s ideas demonstrates a lack of trust. Employees want to feel like their input is valued by the company they work for. Pride is a powerful tool. People want to perform well for themselves, but they also want to impress people who they respect and believe in. If the trust is not there, employees will feel less motivated to succeed. As many as 45 percent of people in the workforce feel that “lack of trust in leadership is the biggest issue in work performance,” according to a research study performed by Ken Blanchard Companies. If you disregard the employees’ suggestions, overly criticize their work or provide unnecessary direction, they will start to second-guess themselves. The key is to find the right balance. Leaders should give employees room to take initiative and be innovative while still providing constructive criticism when necessary.