Brian Ghannam on What it Means to be an Employee-Centric Leader

The number of people leaving their jobs for a new company has significantly increased over the past few years due to various factors, such as the increasing number of employees looking for a better work environment and the company’s desire to develop a more inclusive culture. The growing number of people choosing to leave has prompted the discussion about the need to create a more employee-centric culture.

Leading a New Generation

The increasing number of people choosing to leave their jobs due to the lack of a good work environment and the desire to pursue their career goals is a result of the increasing number of Gen Z and Millennials unsatisfied with their current positions. Organizations must take a comprehensive look at their existing modules to attract and retain the best talent and develop a more conducive environment. Creating an environment conducive to employee-centered initiatives can help companies grow and provide their employees with a better work experience.

Contrary to popular belief, employers do not have to choose between their employees’ well-being and the organization’s goals. Studies have shown that employees who are empowered and have the necessary flexibility and autonomy to address their needs are more loyal and productive. A good work environment can help companies meet their goals and attract and retain the best talent.

Outside Opportunities for Employees

Many managers have been known to shame their employees for having freelance gigs or hobbies outside of their regular job. They often force them to choose between outside projects and jobs to alleviate their company’s fears.

For a long time, non-compete agreements have been a standard for most organizations and industries. However, various groups, such as advertisers and marketers, have challenged this practice. It’s unfair to assume that an employee’s other commitments can affect their job. Assuming that their outside responsibilities can affect their work is not feasible unless there’s proof.

As the gig economy grows, employers must understand that they don’t own their employees. As more professionals are exploring new ways to work outside their regular job, they must be allowed to do so. This can decrease their loyalty and make them more likely to leave their job.

Rather than forcing employees to choose between their professional and personal lives, managers should let them manage it as they please. Having the freedom to explore both their passions and work within their own company can help employees improve their skills and performance.

Better and Healthier Workplace Communication

Employees can’t thrive where they don’t feel supported and heard. To effectively embrace the changes brought about by the pandemic, employers must start by creating an environment conducive to a healthy community through various methods, such as one-on-one sessions, workshops, and anonymous surveys. Regardless of how you communicate with your employees, you must create solutions that will help improve their performance.

It’s also essential that employers know that investing in their employees’ needs doesn’t abandon their business. Creating a culture conducive to employee-centric leadership can help you embrace a more realistic leadership style. It can also help you empower your staff members and allow them to take ownership of their careers. Implementing this process can take a long time, but it’s worth it.

ABOUT BRIAN GHANNAM

Brian Ghannam is an Applications Sales Manager with Oracle, one of the top purveyors of cloud-engineering and database management systems worldwide. Brian has spent over two decades in leadership roles within the world of tech sales and business development. One of the many ways in which Brian stands out from his competitors is the ease at which he performs in various settings. He is similarly at ease helping start-ups gain a foothold as he is with launching products for the world’s most reputable technology companies.

Throughout his career, Brian has helped businesses thrive from the ground up and guided C-level executives through product launches and marketing strategies. His diverse skill set encompasses a wide range of technical areas, including SaaS, ERP, inventory management, business analytics, human resource management, customer relationship management, supply chain management, and financial reporting.