Attracting and retaining top talent is the not-so-secret weapon of every successful business. When employees feel they’re cared for and respected, that good energy is transferred to customer care.
We can all agree that employees are the skeleton of your business – without their support, your company falls apart. Essentially, their success is your success.
But do you have an employee engagement plan? One that strengthens the “bones” of your organization while giving them what they need for growth?
If you are shaking your head, you are not alone.
Being considerate of and providing for your employees should be a top priority for you as a leader. After all, an employee-centric work culture fosters productivity and boosts morale.
Here are four ways you can ensure you are putting employees first.
Provide opportunities for professional growth.
Employees should feel challenged and inspired – and you should always be looking out for the future leaders within your company. Employees with drive and high potential are often not satisfied with staying where they are (at least not for long).
It is important to recognize potential in these employees and offer them avenues to strengthen their skillsets. Encourage them to advance their networking by attending relevant conferences. Make introductions to others that can help guide them. Simple efforts on your part can lead to big results for your company.
Communicate the vision.
By consistently sharing what is happening with and within the company, you give your employees security. Without communication, your employees can become unsure of their future as well as the company’s future.
As leaders, it is sometimes easy for us to slip into a “silo” – sharing information only with our directors or key decision-makers. You can see how this could easily turn into a disaster.
A lack of communication means employees are left to fill in the blanks on their own. By communicating with your employees effectively and frequently, you are not only relaying crucial information to them, but you are also bringing them into the “inner” circle.
Recognize solid work well done.
This should be a no brainer – we all like to be recognized for our achievements! Recognition is also motivating. When your employees know their contribution is appreciated, they will strive to receive recognition again and again.
A sincere offer of gratitude goes a long way to boost morale and communicate to employees that you notice those taking extra care and effort with their work.
Another aspect that works parallel with recognizing employees’ achievements is supporting your employees’ professional goals. This means realizing that employees can go much deeper than a “job well done.”
Taking the time to understand your employees’ personal goals will help you support them in ways that align with corporate goals. This is a win-win!
Trust your team.
Resist any urge to micro-manage or over-manage. You have (hopefully) built a solid team around you – so use it! Trust their skills and your hiring instincts.
Instill confidence in your team by leading by example. Practicing the previous three points helps cultivate a culture of trust in your workplace. Allow your employees to (slowly) take on more responsibility. Give them the freedom to handle their mistakes as learning opportunities rather than failures.
You are only as strong as your weakest link; there is a reason this phrase is a cliché. How you develop and support your employees’ growth will directly reflect in the growth of your business.
To learn more about the needs of your employees, enter your information below for your free Emotional Intelligence Infographic.
Dave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.