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Employee Oriented

What is Employee Oriented?

The definition of employee oriented refers to a management style or organizational culture that prioritizes the well-being, satisfaction, and development of employees. In an employee-oriented workplace, the needs and interests of employees are given high consideration, and the management strives to create a supportive and positive work environment. This approach can lead to increased job satisfaction, motivation, and engagement among employees. After all, there are several reasons employees are companies’ top assets.

Why is an Employee Oriented Leadership Important?

Employee oriented leadership is important because it can lead to several benefits for employees and the organization. Employee-oriented leaders also work to create a culture of trust, collaboration, and respect where employees feel valued and supported. Some of the reasons why employee oriented management is important include:

  • Increased Employee Satisfaction: When employees feel valued, supported, and appreciated, they are more likely to be satisfied with their jobs, leading to higher job satisfaction and lower turnover rates.
  • Improved Performance: A supportive work environment can lead to improved motivation, creativity, and productivity among employees, resulting in higher-quality work and better performance.
  • Better Employee Retention: When employees feel satisfied with their job, they are less likely to leave the organization, which can help reduce the cost and time required for recruiting and training new employees.
  • Enhanced Reputation: Companies with a positive reputation for treating employees well are more likely to attract and retain talented employees, and can also benefit from a positive image in the eyes of customers, suppliers, and other stakeholders.
  • Better Work Culture: Employee oriented management can help to create a positive, inclusive, and collaborative work culture, where employees feel valued and engaged, and are more likely to work together effectively as a team.
  • Employee engagement: Employee engagement is the level of emotional investment an employee has in their work and their workplace. An employee-oriented management approach involves creating an engaging work environment, promoting open communication, and providing opportunities for growth and development.
  • Empowerment: Empowerment refers to the process of giving employees the power and autonomy to make decisions related to their work. Employee-oriented management encourages employee empowerment by providing training, resources, and support to employees to help them make informed decisions.

What is an Employee Oriented Culture?

Corporate culture is the system of fundamental beliefs, norms, and values. For example, many enterprises realize that an employee oriented culture encourages commitment and boosts success.

The organization may express appreciation in many ways. Some examples include the following:

  • Trusting employees to do their jobs well. 
  • Rewarding and promoting top performers.
  • Investing in professional development. 
  • Creating a fair and collaborative environment instead of a competitive one. 
  • Providing an excellent work-life balance, such as:
    • Only requiring up to 40-hour work weeks in exceptional circumstances.
    • Giving employees time to take care of personal matters.
    • Encouraging flexibility in scheduling.
    • Encouraging employees to work at home or remotely.
  • Keeping employees informed of business matters and involving them in decision-making.
  • Providing places where employees can meet and discuss without disturbing others.
  • Hiring outstanding employees and competent leadership. 

An employee oriented corporate culture positively influences the employees’ commitment. For instance, company culture and values can keep remote teams engaged

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Task Orientated vs. Employee Oriented

The ideal balance of people and task concerns varies by organization. A manager must evaluate the work environment and the employees’ needs. Some workers need more task discipline, while others need more human consideration. The Blake Mouton Managerial Grid is a leadership tool that depicts managers’ balance of concern for production and people. They described five management styles based on their position.

1. Country Club Managers

Country Club Managers have high people concern but little concern for task completion. They are in the upper left area of the chart. 

These leaders are accommodating but often to a fault. For example, a manager who seeks validation might have trouble reprimanding a team member. Taken to the extreme, a manager may overlook task failures and missed deadlines. 

2. Produce or Perish Leaders

Produce or Perish Leaders have little concern for employees. But they have a high concern about task completion. So they are in the lower right. They are in the lower right.

Productivity may be high for a short period. But employees ultimately lose motivation and engagement. This management style is also called authority obedience and dictatorial management. 

3. Impoverished Leaders

Impoverished Leaders have a low concern for production or people. They are indifferent and are on the lower left of the chart.

These managers put in the least effort required. They neither satisfy their teams nor their organizations. Their work could be more organized and organized. 

4. Team Leaders

Team Leaders have high people and production concerns. They are in the upper right.

Managers with this style seek results through participation. They ensure delivery while engaging their direct reports. This approach relies on direct reports feeling like constructive parts of the organization. As a result, team Leaders achieve the best results. 

5. Middle of the Road Managers

Middle of the Road Managers balance people and production but accept average performance. They are in the center of the matrix.

These managers take a compromising approach. They avoid conflict with subordinates while pushing for modest production. Although they have a balanced approach, they need to deliver satisfactorily. Their performance could be better, leading to the name of status quo management.

Employee oriented management style focuses on the well-being and satisfaction of employees. In this style, managers prioritize employees’ needs, create a supportive work environment, and provide opportunities for growth and development. This management style emphasizes good relationships between employees and management and values employee engagement and satisfaction.

Work-oriented management style focuses on the efficiency and productivity of the work being performed. In this style, managers prioritize work tasks and processes, setting high standards and goals for the work to be completed. This management style emphasizes results and the achievement of organizational goals, often at the expense of employee satisfaction.

Both management styles have their advantages and disadvantages, and organizations can benefit from a balance of both styles to create a supportive and productive work environment.

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