Reaching The Top Rung Of The Ladder: Helping Your Employees To Succeed
It’s no secret that a company’s biggest asset is its employees and as a result, fostering talent and encouraging success is a key responsibility of management teams in any sector. We all want the best performance possible from our employees, but there are a number of factors in play and achieving this isn’t always easy. So here are a few things to consider to help bring out the best in your team.
Understand Their Motivators
We all know that motivated employees are productive, engaged and profitable. In fact, research from Engage for Success highlights that companies with high levels of engagement show turnover rates 40 percent lower than companies with low levels of engagement. What motivates one person, may be completely different to what motivates another, even if they're doing the same job. So what management teams say and do can be seen as inspirational for some, but a complete turn off for others.
Take open praise as an example - some thrive on it and when they don't receive it, they feel under-valued. Others hate it - think of company events, it can fill some people with dread, knowing their name will be mentioned or worse still, they'll be asked to say a few words (I've known some to even take a day’s leave to avoid such occasions).
As a result, it is essential to remember that employees are individuals, even when they're part of a team. Treat them as such and personalise each interaction. It will go a long way in inspiring and motivating them to perform at a higher level.
Know Your Employees
As mentioned, employees are individuals. Spend some time getting to know them and find out what makes them tick; what their frustrations are and what their lives are like outside of the workplace environment. By taking an interest in your employees it will make them feel like you understand them, and they are more likely to pull together for you even when you haven’t asked.
This can be one area that is overlooked due to the assumption that because an employee was hired to complete a certain task, they have the complete skill-set needed to do everything that is expected of them. While relevant experience and ability will have been identified right at the beginning of the hiring process, it doesn’t mean that basic training is not essential for preparing them for the tasks at hand. Each organisation can complete activity in a slightly different way and it is important this is communicated to each employee.
Additionally, everyone has different experiences and abilities, so think of individual needs, and don’t fall into a one-size-fits all training courses and expect to see the same results across the team.
Finally, it is important to provide continuous training. Not only will this help employees complete their current job in the most effective manner, it will also help them grow and develop into other roles and further their careers.
Everything we do has a purpose – we call friends to catch up, we buy lunch because we’re hungry, we go to the gym to stay healthy – and this is the same within the workplace. Asking your employees to do something needs to be justified.
So when asking them to complete a task, think about why you’re asking them? If you can’t answer that then it is time to re-evaluate the job at hand.
Additionally, tasks are a lot easier to justify when you and your employees understand the end goal – ultimately what is to be achieved. This is even more relevant when the task at hand is challenging. Employees need to have a sense of purpose and not work aimlessly, and this only comes with a clear line of sight provided by management teams.
It doesn’t have to be a complicated, time-consuming process but spending time to motivate, develop and understand your employees is a win-win strategy. Not only will it ensure higher performing teams but it ensures each employee feels valued, is enthusiastic and engaged with the company.
To find out more, please download our e-book on Retaining Your Top Talent.
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