There are people behind any brand. That’s clear to everyone. Work these days is as important as it used to be, however, there has been a shift in how the market operates in recent times. Candidates choose where to go to and they have their own criteria for selection. International, fast-growing companies aim to attract the best talent with their perks: flexible working hours, a variety of responsibilities, opportunities for growth, travel possibilities, insurance packages and wellbeing programmes.
The industry is rapidly changing. Recognition of human needs and an understanding of organisational psychology is beneath those changes. We used to believe and live in a paradigm that viewed monetary reward as the most attractive aspect of a job. But not anymore… at least not to the same extent.
Today’s employees also value receiving feedback. One-to-one feedback sessions that focus not only on what improvements they can make, but also recognising what they have been doing well. Listening openly to the concerns an employee has can help you to identify deeper issues within your organisation and allows you to seek solutions to those issues early on.
Being able to identify strengths and achievements, and even small changes in behaviour or performance is equally important. Employees should feel they can be open about what causes them discomfort or creates barriers to them providing an efficient service and performing better. It will eventually lead to an increase in the quality of work output as well as create a space for and eventually a culture of improvement in your organisation.
Asking employees what they think may improve working conditions has a chance of saving you time and money on turnover expenses, external consultant’s services, and/or on other major solutions. Sometimes something as simple as adding an extra feature like a second monitor for your employees may dramatically improve working conditions and job satisfaction, and with that comes increases in productivity.
Social/managerial support. Everyone has commitments outside of work, and everyone has little time to actually mind someone else’s business. As a manager, it’s recommended to get to know your staff and regularly check in with them – ask how’s life going when you first sit down for their regular one-to-one, for example. Simple human gestures such as this all contributes to the creation of a positive and open environment in your organisation. It’s a cost-free investment and may have a significant ROI in the future. Relationships are very important even in this digital world.
Empowering through trust. When you are handling a task do not fall into the trap of micromanaging it. Allow employees to take ownership of tasks and projects and find solutions. Believe in your team and recognise each member’s strengths.
Clarity. Be clear about your expectations, any targets and when and how one should report back. Be clear about policies and the structural alignment of your organisation. Employees should be clear on how your organisation functions and to whom they report to.
We are all stronger when we are together!
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