It can be worrying when a quality employee starts seeming less engaged with their work. Whether their productivity is declining or the quality of their work has started to slip, seeing these changes can be stressful for any manager. So what can be done?
The solution to winning their loyalty and attention back could be simpler than you think:
Show gratitude sincerely and often.
Research released by American company Appirio has shed light on what workers are really looking for from their management team – and it’s often not a bigger pay packet.
When interviewing for a position, 60% of potential employees said they would care most about whether people felt appreciated, while only 4% placed the highest value on knowing how often they could expect a pay rise.
In addition, when asked what made their worst bosses so bad, the answers lined up – 32%stated those bosses never gave credit where credit was due and 28% said their worst boss rarely gave verbal praise or support.
So when you see a downturn in output from valued staff members, you may need to assess whether you’re truly giving them the recognition they both need and deserve in order to feel like their efforts are appreciated.
Here are some other tips on how to improve staff retention.
Don’t feel limited to providing verbal recognition for a job well done
While the research shows that a sincere thank you can work wonders, don’t get in the habit of saying thanks and walking off, while your employees go from project to project. When appropriate, take it a step further and offer your staff a more tangible expression of your gratitude – something as simple as an extra paid personal day after resolving a difficult issue with a client or writing a thoughtful note in a card can show that you’re not just saying the words – you’re genuinely appreciative.
Manage, don’t micromanage
Enabling your team to make decisions based on their skills isn’t just a good way to help them stay accountable for their results – it also makes business sense because it frees up your time, which is better spent doing your own tasks. Once employees know what they’re supposed to do, how to do it, and how they’ll be measured on their performance, leave the rest up to them! As long as they know you’re accessible in case they have any questions, you should trust your hiring process. After all, they made it into your team for a reason.
Provide career-enriching opportunities
Management worried about their staff departing for greener pastures may tighten the reins – after all, the less skilled they are, the harder it will be for them to get another job. It’s important to realise, though, that it’s far easier (and cheaper) to simply make your own pastures greener. Provide your staff with the chance to attend conferences, enrol in courses and use work time to expand their skillset. When you do this, you not only get a workforce that feels like they get as much value from their job as they give – you’re also more likely to have happier, more productive team members.
High turnover doesn’t just cost you time and money – it can impact heavily on remaining team members and drain the energy of people responsible for hiring and on-boarding. It may be worth self-evaluating just how often you show your appreciation to your team, and if you think it could be better, add it to your 2017 resolutions so you can truly unleash the power of your team this year.
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