The notion of making your business a pleasant place to work is a rather novel concept to those who grew up prior to the onset of this fourth industrial revolution. Nevertheless, during a time of economic growth and expanding job opportunities it may be considered a fundamental part of an employee retention strategy, so it is worthwhile revisiting, even for the most experienced managers. Here are just a few:
- Be consistent when dealing with staff. Being perceived as showing preference to certain workers, even if you do not see this as the case, can ‘poison the well’ for others
- Give clear feedback on any worker behaviours you see as detrimental to morale or productivity within the group. Keeping your finger on the pulse by engaging staff is crucial in this regard
- Document everything you see as being a positive influence or counterproductive at an individual level. This documentation should be utilised when conducting a periodic performance review
- Listen carefully to any feedback from your employees - consider what is really going on during the normal working day and why an individual may be encountering difficulties or conflict
- Focus on being clear, accurate and meticulous when communicating both verbally and in writing to your group or to a particular worker
- Encourage teamwork by showing you are willing to do whatever it takes to make a project succeed. Become an example to your group by offering advice and helping out whenever feasible
- Delegate work to the right people at the right time. Operating out of one’s comfort zone can be a rewarding experience for many, but be careful not to overwhelm your highest performers
- Last but not least, be sure to publicly recognise and reward those who have earned these plaudits. Being transparent about what constitutes outstanding work will inspire others to follow.
Our recent ‘Tipping Point’ survey revealed that one of the biggest perceived benefits a company can offer today is flexibility. If as a manager you can afford your employees the ability to occasionally work from home, or work non-standard hours, or take some unpaid leave, our survey suggests that you may be rewarded with greater worker loyalty than might be the case in more rigid or ‘industrial age’ type of work environments.
