The industry has a reputation for being one that focuses most on innovation, manufacturing, turnover and profits. But as the market - and especially the labour market - becomes more competitive, soft values are becoming increasingly important in the industrial sector. Achieving the desired profitability requires constant work on employee development. And reflection is an effective tool to get there.
As the workplace changes at an accelerating pace, we see that working practices are also becoming more task-oriented. We are facing a future where we work more towards a common result, rather than measuring how many hours you spend in the office. But more traditional managers see a challenge in not having the same oversight of their employees. One consequence is that spontaneous meetings at the coffee machine, for example, are no longer possible. However, to become a more attractive employer, you need to find new solutions while offering employees freedom and flexibility.
The industry is generally a brave sector, quick to find new solutions and dare to try new ways of working. And it's time to apply these innovative ambitions to industry's workforce, which is often global and dispersed. As a result, they are often aware of the challenges of remote management and have recognised the importance of developing employees without being in the same place.
Development before problem solving
As a manager, you probably spend much more of your time on problem solving than on the development of your employees. But to create lasting, positive change in an organisation, more focus needs to be placed on soft values, on the well-being of individuals and on how they can solve problems themselves. The precious development time when you meet with your employees should not be spent on guesswork or problem solving. You should be able to come to these meetings informed and prepared so that you can use the time to promote individual development.
Structure and continuity for a successful feedback culture
We see that several large international companies are increasingly focusing on creating a feedback culture in the organisation as part of employee development. Implementing feedback can seem complicated, as it requires both structure and continuity. But a monthly digital meeting with each individual is simply not enough. And what manager really has time for that? But in fact, it doesn't have to be as time-consuming as many people think.
Reflection breeds feedback
To give and receive feedback, you need something to give feedback on. But to require you as a manager to be in the business to give direct feedback is asking too much. In these situations, it is beneficial to use reflection as a tool to allow employees themselves to consider how they can improve their well-being and achieve their individual goals. When it comes time to give feedback, the groundwork has already been done by the employees themselves. It makes for effective dialogue. As a manager, you can then look forward to a better relationship with your employees and a better overview of the team and each individual.
With the help of Rolf's reflection log it's easy to create a reflective organisation. As a manager, you don't have to spend your time guessing and instead can see clearly how your employees are feeling and what they need to work on. This reduces stress and makes it clear which of your employees need extra support and which actions you need to take. All it takes is five minutes of your employees' time each week. You'll then have time to focus on everything from output and results to practical tasks and digital journeys.
Would you like to know more about the benefits of reflection and how it can promote individual development in your industrial company? Download our guide to reflection
If you have any questions, please feel free to contact us at Rolf!