Your desire to build a successful business is slowly coming true. You’ve established that there is a need for your product or service through thorough market research, your company is finally registered, and you’ve officially opened your doors.
Chances are, you’re well aware of the resources needed to win new clients, follow through on your promises, and ensure repeat business. When we say assets, yes, we mean communication channels to reach potential customers, production lines and processes too, but even more important to the life blood of your operation are its people.
This invaluable resource will turn your vision into reality, where finding the most suitable team members is the first step in building a sustainable company.
As a business owner or even a senior manager in your department, part of your role is to ensure motivation within human resources by creating opportunities for growth and aligning their goals with company objectives. There are also some things you must do Avoid doing things to keep employees happy In their roles.
This is not always possible Keep employees happy, however. As a leader in your organization, it is vital to look for signs of dissatisfaction, especially in resources that are key to your organization’s success, and address these issues before the situation spirals out of control.
1. No communication
As a leader of a company, you need to communicate your business strategy from the top down. It is essential that employees are aware of the company’s mission so they understand how their role in the business plays into it.
Not everyone who goes into business makes an adequate leader where recognizing an opportunity or imagining the next best business idea is one thing but motivating employees to share in your ambitions is another.
Having the foresight to see how each team member’s potential fits into the bigger picture allows leaders to plan accordingly and guide their decision-making. Communication is a two-way process. Creating a platform where employees can give feedback and their opinions makes them feel heard and, in turn, builds loyalty to the company.
2. Unclear roles and expectations
Even if you find the perfect candidate with the right skills and relevant experience to fill a vacancy in your company, role clarity is fundamental to a good start.
Once you’ve landed someone who fits the job description, you need to take the time to establish short, medium, and long-term goals with the new employee. This approach helps give them direction that aligns with company objectives and creates a system to monitor their progress.
3. No growth opportunities
Most employees want to grow with the company they work for. In addition to the normally occurring on-the-job learning, managers should consider further training opportunities. Depending on the time frame you set with your employees to achieve specific goals, when you sit down to evaluate their development and find that there is a deficiency, a manager needs to make sure that it is due to the candidate’s lack of desire or their limited ability.
We’ll look at some more reasons for the former in this article, but where poor performance is the result of incompetence in certain areas, we need to give them a chance to improve. to establish A competency matrix Helps identify the knowledge required to perform specific tasks of a specific job category within your organization.
Although taking time off work for formal training can be disruptive to operations, it is a necessary sacrifice a manager must make. The reason is that if an employee can apply what they learn in the classroom to their daily operations, the practice will prove to be a return on investment. Attending workshops and seminars is another way to create employee exposure to best industry practices, which bring value to your business.
4. Work overload
A business owner should aim for zero staff turnover as part of the company’s brand is maintaining a positive image in the public eye. One way you can establish this is by setting achievable goals within a reasonable timeframe. Although you want to encourage growth in your employees by giving them challenging tasks, you must temper it so that employees don’t feel inadequate if they can’t deliver. It will also save you time, as you won’t have to reassign work as you set achievable goals.
5. Ineffective team management
Teamwork is a key element in creating a Positive work environment Where your employees collaborate to achieve results they can be proud of. As a department head or business owner, you need to have your finger on the pulse if there’s unhappiness because a team member isn’t pulling their weight.
This situation compromises group effort where, if there is already dissatisfaction within the group about something work-related, the thought is, ‘Well, if they can get away with it, why can’t I?’ per Prevent this toxic work environment From exposure, you have to take tough but necessary disciplinary action where you have to determine whether the situation is salvageable.
6. No recognition
Rewarding employees is necessary to maintain employee morale, where employees feel that their efforts are recognized and are obligated to maintain their performance levels. Over and above the standard annual increments provided, a business owner and/or manager may decide to award additional awards based on the following:
- Timely and accurate work. The majority of your staff complement will consist of good ‘worker bees’. This class of workers are happy to work regularly. They are consistent, hardworking and reliable. They are committed and usually your longest serving employees who should be rewarded for length of service to the business.
- Going the extra mile. Employees who fall under this category look for ways to work smarter and not harder. They are solution oriented and constantly look for more efficient ways of working. By creating simplified processes and, ideally, documenting them, they make it easier to fill their roles so they can move up the company ranks as they save the business time and money.
- Business oriented. It is rare to find candidates who fall under this category; Therefore, it is in the best interest of management to recognize them and not waste that potential. They are able to identify opportunities and are usually the ones who propose ideas to move the business forward. This level of strategic thinking and commitment deserves some form of recognition.
Now that you’ve identified which employees deserve rewards, you need to consider what form this incentive takes. A good leader appreciates that different people have different values, where one person might prefer to spend extra time at work instead of getting extra money.
Giving employees this option reinforces it Employee loyalty to the company.
We have seen how to communicate Your company’s vision Guidance to employees on how to implement this is an important first step in retaining good employees. They see it as an opportunity for growth and when given a clear role, they are motivated to act accordingly.
Maintaining a productive workforce also involves coordinating activities so that everyone has a feasible workload, where they have room for self-management because they don’t have to constantly manage crises.
We can conclude that teams deserve the time it takes Managing and keeping motivation At the best level.
Finally, we have seen how having a reward system is in the best interest of the company. Recognizing employee achievements puts the business in a better position to achieve its goals in the long run because it is able to retain its best human resources.
There are times when a Good employees stop caring Regarding their work that has nothing to do with work or leadership, address these 6 factors that will help keep good employees on staff.
This article was originally published in August 2021 but has been updated and expanded
Company Culture · Features · Find Your Way · Grow Your Business · Leadership · Your Mindset
Find Your Way · Grow Your Business · Lead Your Team · Your Mindset