Make People Want to Work for You
March 12, 2018
MSW Research’s benchmark study of 1500 employees across different industries discovered that:
“Although there are multiple factors affecting engagement, the personal relationships between a manager and his or her direct reports is the most influential.”
Companies who watch their staff turnover rates increase year after year will agree that had they known and understood the true factors that contribute to staff exits, their approach to continuous development would not only be focused on the rank and file level but also on the mid- and high-levels as well. Let’s have a look at what really makes employees want to work for managers and for companies. Obviously, there are plenty of factors that contribute to making employees CHOOSE to work for and with you. Here we give you the Employee retention strategies and tips on how managers can be true employee champions:
1. Communication. Keeping information exclusive and lack of openness and transparency leaves employees feeling completely left out and insignificant. Companies and managers who provide clear objectives and open communication create strong cohesive bonds between staff across all departments and levels.
Engaged employees are employees that love to stick around. In our previous post regarding signs of a disengaged employee, we indicated that lack of communication quickly causes employee disengagement, but the opposite ignites engagement. This includes managers and supervisors giving timely feedback in a constructive manner that encourages and teaches staff ways to improve. Being generous with praise and appreciation of workers for a job well-done is the best way to motivate staff to perform better.
Spend time and get to know what makes your staff want to give their best at work. Find out what makes them sit up at attention. Be interested in them as people. And listen. Try it and watch how giving a minute of undivided attention a day to an employee transforms the way he/she performs.
“People will walk thru fire for a leader that’s true and human.”
– Patrick Lencioni, Author
2. Empowerment. Leaders who lead by permission and not by authority are able to relate well with employees because they have no problem empathizing. They are able to give guidance and support where it’s needed, and aren’t ashamed to roll-up their sleeves and ‘lift’ when an extra hand is needed. But when leaders trust their employees enough to own a project or take the initiative, they allow their authority to rest on potential leaders, thus making employees more willing to produce the best work.
3. Respect. Not enough can be said about companies and managers instilling mutual respect in the workplace. Companies that encourage real-time communication, coaching and continuous employee development are how companies win. Authentic managers who express genuine interest in what employees have to say or in how they feel in situations affecting their work makes employees feel they are treated as humans, not just machines that are devoid of emotion.
4. Competitive Salary Packages and Recognition Perks. Let’s face it, one of the four pillars in retaining employees is compensation. When talk about money rears its ugly head, employees either become honest and proactive enough to negotiate for an adjustment or feed negativity to the grapevine and complain about not getting enough money for the work they do. Managers and companies who take an active stance in regularly reviewing employee performance and salary grades are in a better position to offer non-monetary recognition or rewards for a job well done. When employees know you’re happy to see them win, the company wins too.
Workers who feel valued don’t see their managers as slave-drivers who are just in it to make their lives difficult, but as allies that they can rely on and learn from in their quest for career advancement and personal development.
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