As a lawyer dedicated to not only keeping my client’s business running and in compliance with the law, I am often called upon to advise executive level personnel and corporate HR Departments on what needs to be don’t to increase employee morale as well as relations between management and staff . Properly paying an employee for their value to the company is a very good start but is not the end all to be all. Employees need more than a salary and fulfilling work to do their best work. They need to know that you see the value in them as individual, in the work they perform and the value they add to the company. Here are some very easy ways to break down the barriers between management and staff and to show employees that you care:
1. Get to Know each employee.
Getting to know who works for you, who they are, what they do, what they can do for your company, what they have done in previous jobs and what they do better than anyone else is an important step in building strong, trusting relationships. It will also help show your employees how much you value them and care – not just what they have done for you lately. Seek to build a better relationship with each employee by developing a genuine interest in who they are as people and what they are passionate about, even if this means a discussion about something other than work.
2. Provide ongoing and constructive feedback.
To help your employee be the best they can be, it is important to provide feedback to them on a regular basis. Your employees will become even more valuable to you when they are constantly refining, improving, and building new skills. Feedback will fuel to performance improvement. It is imprudent to wait for the annual review to tell them how they are doing.
3. Invest in your staff.
Know what your employees need to succeed and give them the time and resources needed to do it. You need to get to know your staff and understand their talents as well as help to develop such talents and encourage your employees to do so on their own as well. If the training and learning they need to deliver greater value doesn’t exist inside your company, you must be ready, able and willing to fund external training.
4. Prepare Employees to Succeed and Risk Losing Them.
No CEO or COO wants to lose their best people, but by preparing your employees to succeed and advance means you have to take the risk of losing them. Either way, the investment in your employees shows your commitment to them and to your company because you’re doing the right thing for both, even if it eventually creates a need to fill that person’s shoes when they leave. The risk of losing a star employee is worth the payoff of working with the best in the business, even if they don’t stay forever.
5. Set clear and measurable expectations.
For your people to succeed, they need a clear understanding of what you need them to do and how success will be measured. And in the dynamic world of work, that means providing regular updates and performance reviews. An annual conversation about performance and planning is simply insufficient.
6. Make time for them.
It is hard for the CEO, COO or HR rep to devote time to each employee, but it is essential for them to know that you have their back. Group team meetings are simply not enough and prevents building deep relationships with your employees. Take time to meet with each employee individually as often as possible and be fully attentive when you do so.
7. Acknowledge them publicly.
Sure, you likely praise your employees accomplishments during your personal meetings. To deliver even greater value, acknowledge them in meetings in front of their co-workers, and in front of senior leaders they are looking to impress. This shows your true commitment to not just your employees but also to other important persons in your organization.
8. Say the tough stuff.
You need to tell employees when they have a behavior that will limit their career advancement, or what the consequences will be if they don’t resolve a major issue. Failure to do so can be just as harmful to a company as not acknowledging their accomplishments.
9. Give them an opportunity to use their superpowers.
We all love doing the things we are good at and sometimes a business doesn’t take advantage of that. People doing things they excel at will help deliver exceptional value while feeling fulfilled. To help your employee use their superpowers, you need to help them unearth them, and then you need to help them find situations and projects in which they can leverage their strengths.
The landscape in the workforce is rapidly changing. The old school methods of doing business where the separation between staff and management is wide is a detriment to the ongoing vitality of not only each employee, but the company as a whole. I always stick by the old adage of you treat someone as you would like to be treated. This applies not just in the workplace, but in life as well.