Most managers recognise their function of keeping their teams productive, nevertheless how much attention is given to keeping the team members satisfied with their role?
At times, it might be that your team members are just thankful for having a job that covers the bills and they are willing to hang on to it at any cost. However, once new opportunities appear and their employability improves, those who are not satisfied will quickly move on and deliver good results somewhere else.
Putting it simply, happy employees are productive employees (of course, I say that assuming that you have hired a good team in the first place). If you want to your team members to continue delivering good/excellent results, making sure that they are happy with their job also becomes a part of your role.
Money can be one of the reasons why people decide to move on; however, I believe that it is rarely the only nor the biggest reason. While you will never have a 100% retention rates (let’s be realistic), there are things that you can do to hold on to good employees for a lot longer.
Schedule in one to one sessions with your team members. Whether it is on a weekly, monthly, quarterly basis or after completing a project, your team members need a constant feedback, otherwise, they can’t grow. Let them know how they’re doing, use these sessions to coach and mentor them. Look at negative outcomes and nurture your team members to achieve positive results next time. Never cancel these sessions because ‘‘it’s busy’’, if you do that you are basically telling your team, "You’re not important’’.
It’s very easy to spend a lot of time on our non-performers while spending hardly any on our top performers. Do not assume that your top performers will continue to deliver because their payslip has shown them enough appreciation, personal recognition is an important motivator. At the same time do not forget those who are trying very hard but are not your top performers quite yet. Show them your appreciation and talk to them to figure out what support is needed for reaching the top.
Once you have created a comfortable environment in which your team feels secure, keep your people informed about the activities in which they play a part in and what’s expected from them. If you keep your people in the dark, the guessing and the gossip start during the ‘’tearoom meetings’’, which only provokes fear and mistrust.
Encourage your team members to set personal goals and use the one to one sessions to help them understand how their personal aims fit in with the aim of your team/organisation. Help them track the progress of reaching their goals, hold them accountable for the actions that they have committed themselves to. Do not treat this as something silly, if your team members can not be held accountable for actions they have committed to personally, how can they be held accountable for anything in their workplace?
Happy employees deliver results. When the productivity of your team falls, you will be the first one to be investigated if you are a manager. If you are a business owner no one will investigate you, only the profits will begin to decrease.
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