Reward and recognize employees (on an individual, team and company level). People need reminders that they are doing a good job and are on the right track with their development. Frequent feedback is best.
Small tokens of appreciation are very effective. For example, if you know someone loves Starbucks or Dunkin’ Donuts, or their children like to go to McDonald’s, gift certificates of minimal value can have a huge impact. With employees constantly trying to balance their business and personal lives, time off and compensation time are considered premier rewards.
While rewards and recognition can take many forms, the most powerful are words: “Thank you,” “Great job” and “I really appreciate your efforts.” Make employees feel appreciated for their hard work. There are few words that mean more than “thank you.”
Managers, supervisors and leaders are the most important people to all employees. They are lifelines to information, recognition and challenges. Ideally, employees’ managers are their most trusted people within their companies.
Train your managers to know how to best work with people in their 20s as well as those in their 50s and 60s. They need to be prepared to handle various situations. Train them on how to inspire, coach and manage challenging situations.
Remember, employees leave managers more readily than they leave jobs. To maintain productivity and loyalty, invest in your managers and supervisors.
Align and Communicate
Without good, consistent communication at the top, across and all the way down an organization, people become concerned about their own future and the company’s future. They become anxious, update their resumes, leave and create a void of upward mobility.
When managers keep communication open, employees are aligned and all work is transparent. The message to employees is that they are an integral part of the organization and their efforts are valued. When information is not shared, the message is the opposite. Employees who feel they do not matter are poor producers and quick to exit.
If you want to ensure that your employees grow and take on more responsibility and accountability, you must assure employees they are respected for their contributions and ideas.
Share your purpose, vision and values to create an environment in which employees know they make a difference, take responsibility, keep their commitments, work effectively with one another and strive for excellence. If you create a culture of respect, you will reduce turnover, increase customer satisfaction, maximize productivity and improve profits.
The choice is yours!!!
Dianne Durkin is president and founder of Loyalty Factor, a specialized consulting and training company that enhances employee, customer and brand loyalty for some of the nation’s most prominent corporations and many smaller businesses. Dianne’s proven expertise lies in helping companies quickly get to the core issues and outlining their impact on the organization’s profits, productivity and people. www.loyaltyfactor.com