Creating a happy, productive workspace can go a long way to securing employees and ensuring that they don’t think with their feet. Offer them a space that oozes trust, and you’ll find that they’ll be happier, more comfortable and less likely to leave.
So how can you create such an environment? How can you ensure that doubt, mistrust or suspicion don’t feed into their interactions and leave them wanting to find a new job?
One of the best ways to do this is to create a culture that they respect and can trust. Do this, and you can help to keep their motivations high, and their loyalty to your company strong.
Step One: Communication
One of the biggest gripes disgruntled employees have is not knowing what is happening. They hear a rumour and it sends them into a panic. That is why, if there are changes afoot you should tell your team. Team meeting, email or monthly newsletter – make sure to give them a highlight of all the great stuff that they’ve achieved and any changes that are coming.
This will stop gossip from putting a negative spin on rumours, and will ensure everyone is equally informed.
Similarly, as your company expands, try to prevent a gap from developing between management and those on the shop floor. By bridging this gap and taking time to engage and say hi to your employees; this will have a positive impact on your team and make them feel more motivated towards achieving your business goals.
Step Two: Listen and empower
Listening to what your staff has got to say is just as important as talking to them, as they can provide you with a different perspective on how things are done or could be improved.
By going them a voice and valuing their opinion/suggestions (on how to achieve better results); this will leave them feeling empowered and strong.
Similarly, they will feel valued and respected – especially if you use their ideas – and will feel more inclined to tell you about things they wish to improve upon (within themselves) as they’ll know that you’ll listen and will try to help them.
And if you’re helping them to expand their skillset – and ultimately get better at their jobs – then their efficiency, productivity and financial return (for the business) will grow.
Step Three: Offer incentives
The same as having a reward system for when you diet e.g. a new outfit for every stone lost; adding an employee incentive programme can really help to motivate your team. Just be careful that you don’t come across as ‘buying off’ staff, as this will disgruntle the team. Instead, make sure that it is accessible to all and that everyone will have an equal chance of being rewarded.
- Opportunities to try something new – when you have a new project in mind, ask if any of your staff are interested in getting involved in the pilot project. This will help to expand their skills and make them feel more interested in their job.
- Personal incentives – this can range from gift cards, to getting their birthdays off work, to cinema tickets, to simple low cost ways of showing them your appreciation.
Either of these incentive programmes can help to inspire, motivate and encourage your employees to take a more active role in their job. Add in a reward for this hard work and they will work even harder.
And that is it…
Bear in mind these three tips and you will see an improvement across your workforce. However, if you want more help, then why not consider adding a Human Resource Management course to your arsenal? This course can help you to navigate the workplace and ensure that you have longer retention amongst your staff.
For more information on our online courses, click here.