Building a staff of competent workers who exude positive energy is often a long and arduous process. A lot of effort goes into composing compelling job postings, conducting interviews and checking references. Naturally, not everyone makes the cut. The people who make up your team are those who are absolutely the best fit for your company’s culture.
Or are they? Many employers are often left dumbfounded by the high rates of employee resignations they experience. Where did they go wrong? As the title of this week’s blog has made clear, it’s not all about the money for most people. Compensation will always be important. But employees feeling their efforts matter to the businesses they work for matters more.
Do you recognize the unique strengths of your employees?
People like to be recognized for the unique talents they possess. If you’re not acknowledging the contributions made by the individuals who work for you, they will end up feeling unwelcome. No matter what you pay them, it’s hard to get your staff members motivated to work for you when you don’t communicate your gratitude for what they bring to the table.
“Gallup proved that managers fail to identify and utilize the strengths and talents of employees that go beyond a job description,” informs Marcel Schwantes on Inc.com, “People love to use their unique talents and gifts, and the good managers will develop relationships with their employees to find out what their strengths are — and bring out the best in their employees…The research is saying is that turnover is lower when managers adjust jobs according to individual talents and strengths.”
Do strong bonds develop between your employees?
Just how welcoming is your company culture? Do you have a team of keep-to-themselves loners or do you employ people who enjoy engaging with others? No matter what a person’s salary is, he/she is not likely to enjoy coming to work if he/she just doesn’t click with co-workers. On TheBalanceCareers.com, Susan M. Heathfield explains that besides an employee’s relationship with his/her manager, one’s co-workers are the most critical components of the work environment.
“Research from the Gallup organization indicates that one of the 12 factors that illuminate whether an employee is happy on their job is having a best friend at work,” she reveals, “Relationships with coworkers retain employees. Notice and intervene if problems exist and the employees appear unable to solve the problem themselves.”
How often do you communicate with your team members?
Your job as a hiring manager certainly doesn’t end once the hiring stage is complete. You’re not a throw-them-to-the-wolves type of employer are you? If so, you’re likely to have noticed that your employees don’t stick around very long. A good salary is not likely to keep an employee on board if he/she is left without any guidance or instructions. Support is everything. Keep the lines of communication open with your team or they’ll end up feeling abandoned.
“Communication makes the world go round,” insists Schwantes, “It facilitates human connections, and allows us to learn, grow, and progress…Communication is the most important skill any leader can possess. Gallup research has revealed that employees whose managers hold regular meetings with them are almost three times as likely to be engaged than employees with managers who ignore them.”
For more expert advice on how to prevent your employees from quitting their jobs, give Hire Value Inc. a call.