“People leave managers, not companies”, while there are other factors like job satisfaction or compensation that may cause employees to leave jobs, an employee’s manager may also play an important part in deciding whether or not an employee remains with the company. A Predictive Index survey has shown that good managers can influence employees’ passion and energy for a job, and can also influence employee tenure, while the opposite may cause an increase in turnover rate. At a time where a workplace can either be physical or virtual, here are some management practices that your employees may appreciate.
Celebrate big wins (and small ones too)
Employees feel a sense of purpose and achievement when they are recognized for their efforts. They see the value in the work they do, and the importance their role plays not only in the team but in the company as well. Recognizing hard work doesn’t only have to happen through big company events, but can be
done in weekly, monthly, or even quarterly meetings. Appreciated employees not only feel valued, but also tend to go above and beyond what is expected of them.
Keep an open line for communication
In an office setting, when managers have their office doors open, they make themselves more available to their employees, encouraging more open communication with them. This could be a means for employees to not only have their insights heard, but could also be a means for them to suggest improvements as well. Being able to communicate effectively with employees reduces the gap between manager and employee and increases a mutual sense of assurance and confidence in both parties.
Get to know your team
Each member of a team is different and there may not be a one-size-fits-all way to manage everyone. For instance, some employees may work well under pressure, but others may not, or some employees may enjoy working with bigger groups of people while others may not. Get to know your employees’ strengths, weaknesses, ways they work, and communicate best. Find out what motivates your employees, their personal goals, growth plans, what work-related incentives work for them, and customize your approach to meet each one.
Provide avenues for learning and growth
A reason for employees to leave a company is the feeling of being stuck doing the same tasks with no progression in sight. Give employees a clear career path and present them with opportunities to help them progress.
Some employees may have put off plans for pursuing further education to work, or because of lack of resources. By providing employees subsidies to further their studies, they may find more motivation to complete their degree and in turn, be able to impart their knowledge and perform better as a member of the team.
Check-in on employees
One way or another, employees lose interest in working and may start looking for other jobs. They might not feel appreciated, find a job too repetitive, might not find things that challenge them at work, or feel burnout. Before this happens, check-in with them. Find out what got them excited about the job when they first started and how that has changed over their stay with the company, how have their goals changed over time, what can be done to keep them motivated and remain with the company.
Check-ins need not be work-related, especially with the pandemic, not everyone may be fairing well present. Find out how employees are doing, what support they may need, and what help you could provide if any.
Provide employees incentives
Giving employees incentives for meeting or exceeding goals gives them something to strive for and look forward to. Incentives can come in the form of small bonuses at the end of a quarter, a performance bonus at the end of the year, or even additional leave credits for completing a task or project ahead of schedule.
Giving employees feedback is important so they know they’re doing a good job and keep doing a good job; at the same time, being able to receptive to employees’ feedback and acting on it gives importance to employees’ opinions and makes them feel valued and heard as well.
While there is a respect given to persons in management positions, it’s also important to give employees the same respect. Hear employees out even if their opinions differ from your own, respect employees’ work hours or when employees go on leave and avoid following up on tasks during these times, treat everyone with the same kindness and courtesy regardless of position. Respect can not only make employees feel valued but can also motivate them to go the extra mile for the company.
While there are several factors that contribute to a business’s success, none of it would be possible without the people for the job. Managing employees well not only helps retain employees but also keeps them motivated and productive, influencing not only their growth as individuals but a company’s as well. Good management practices reflect not only on employees’ output but can also positively influence a company’s culture and profile as well.