Leaders looking to increase employee retention and engagement should think about how to love your employees. We’re not talking about romantic love but rather showing appreciation.
At a time when many are thinking about changing jobs, are you prepared to lose talented employees and then have to train their replacements? Consider these tips for keeping the band together and maximizing the talent you already have in your business:
The Money Issue
If you have the ability to pay people more, then this would be a good opportunity. At a time when many are looking to change jobs and inflation is high, giving more money is a smart move.
However, it’s not a one-size-fits-all strategy. If money is the only thing that drives loyalty, then the employee will likely leave for the highest bidder.
Plus, if you’re not at the top of an organization, you may not have the ability to increase salaries. You should also make sure any pay hikes can be sustained over the long term. Layoffs should not come after raises.
How to Love Your Employees with a Shared Vision
Do people have an idea about the future of your organization? Or does it feel like there’s no plan. You may have a vision in your mind but if you’re not communicating it, then you could be in trouble.
People want to see the movie trailer for their employer and be excited about it.
Many leaders wait too long before sharing what they think the future will look like, good and bad. When there is a vacuum of information, employees will guess what will happen and they may guess incorrectly.To improve retention and engagement, don’t delay talking about the future. It’s also okay to tell people if you’re dealing with uncertainty. Otherwise, a new job elsewhere may become the obvious choice.
How to Love Your Employees with Goals
Leaders should spend some time, one-on-one, with employees to talk about their careers. Do they have goals within the organization? Is there something new that excites them, that could be added to their responsibilities? This may be a great time for a workload adjustment.
Maybe a goal is having the ability to leave work to go to a child’s sporting event or school play, with the understanding that regular duties still must be completed.
You don’t uncover these answers unless you take the time to ask. And the conversation could reveal some problems that you didn’t know are pushing people toward the door.
How to Love Your Employees with Knowledge and Networking
As a leader, what knowledge or skills can you share with your team to make them better. Often, jobs just become about performing tasks, rather than improving overall performance. Most people will welcome the opportunity to get better, if you’re willing to invest the time in them.
Also, can you use your professional network to help your employees? Talk to peers about new best practices at their businesses. There may be better way to do things that could help your employees or free up time for their pet projects.
How to Love Your Employees with Recognition
Good work should not exist in silence. Make sure you take a moment to publicly and privately acknowledge success. Make this part of your work culture
Some may argue that it’s silly to compliment people for just doing their jobs. But those people may soon be placing help wanted advertisements.
And don’t forget to recognize those who may not experience tremendous success but achieved well during challenges. You want to make sure that fighting spirit continues.
How to Love Your Employees with Little Gestures
Small spontaneous gestures can help engage your team. These can be things that don’t break the bank, like buying some bagels or a round of speciality coffee for employees.
Don’t wait to do these things until there’s been a major accomplishment. The unpredictability will make a greater impression on people. Embrace the phrase, “just because.”
Another strategy could see you let employees go home early just before a holiday weekend. Those are likely slower days and you don’t lose much productivity from the gesture.
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