Your employees have needs beyond getting Workers’ Day off, perfunctory greetings and the occasional compliment, and meeting these needs is important not just to their welfare but also to the health of your business. Here are five things your staff need you to do for their good (and yours) now.
1. Be clear about goals, assessment and rewards.
You can’t send people on a mission if they don’t know where to go and what to do. That’s just a fool’s errand. Set direct goals your employees can easily comprehend. At the same time, define your
method of assessing their performance and the rewards for good work. That way, employees will understand what is at stake and what they will gain from giving their best.
2. Help them do their best work.
Employees will tell you that not having the tools and resources to do a good job is very frustrating. Is your business set up to get the best out of your staff? Is your work environment ideal? Do your employees have access to aids for self-improvement? For example, an employee who is constantly struggling to meet deadlines on an ancient computer will soon leave your employment for a job that promises him a new laptop. If you’re too much of a cheapskate to upgrade your workers’ tools, think of how much you will lose if they decide to work for your competitors.
3. Provide useful supervision.
No, this is not about micromanaging. We are absolutely against that. Instead of breathing down your employees’ necks, develop a transparent system of supervision that covers:
a) What you expect from them as your staff.
b) How you will provide feedback on their performance.
c) How their performance will be judged and the rewards for outstanding performance.
d) Opportunities for mentorship.
With that sort of system in place, employees won’t wonder if they are making progress in their career or not.
4. Set standards, rules and disciplinary actions.
Leading your business means it’s up to you to set standards of behaviour and enforce rules with appropriate penalties. Your employees must always be aware that there are clear expectations of them, a right way of doing things and disciplinary action for behaving otherwise. Don’t leave them in doubt by being inconsistent with enforcing rules.
5. Make training a culture.
Training and development are the springboards to advancement. They prepare your staff to take on more responsibility and increasingly complex roles. Develop a training plan for every employee. Do not let a week pass without your employees learning new skills or improving on old ones. With a culture of training in place, you will be able to promote your employees into new roles instead of hiring to fill those spaces.
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