The need for making your employees feel valued and appreciated should not complicate the way you interact with them.
Those who find meaning and fulfilment in the eight or nine hours a day they spend with you will typically perform better and stick around for longer. Not only will it benefit your organisation on a financial level by reducing absence and boosting engagement, it will increase the chances of your employees living fulfilled lives.
That is why, if you’re interested in building a team of productive employees within the company, then making said employees feel valued is perhaps a manager’s most important job.
Feeling valued and appreciated at work is something we all need in order to do our best, whether we admit it or not. Tony Schwartz, president and CEO of The Energy Project, said in an article in Harvard Business Review, “The struggle to feel valued is one of the most insidious and least acknowledged issues in organizations. Most employees are expected to check their feelings at the door when they get to work. But try as we might, we can’t.”
In one study published by Harvard Medical School, helping employees feel valued was shown to have a dramatic impact on their performance. Researchers randomly divided people into two fundraising groups who were both tasked with making phone calls to seek donations. The first group made these calls each day as normal; the second group got a pep talk from an executive to let them know how grateful she was for their hard work.
Any guesses on which group completed more calls?
The group of fundraisers who listened to the pep talk completed 50% more phone calls than the group who carried out their work normally. The only difference was a little show of appreciation.
Starting with these 3 strategies will ensure you build a solid foundation for your organisation’s employee experience, so employees will know that they really are valued (and it’s not just lip service).
1. Be Willful in your Everyday Conversations
Employees and managers alike are often instilled with the idea that “everyone is replaceable.” But it has been revealed that a big part of feeling valued occurs when employees are aware that they add something to the company that no one else can.
To effectively transmit this, think about how you approach everyday conversations with your employees. When you assign a new task, for example, go beyond the basic “Here’s the contact info for your next design client,” and reiterate why you truly value someone’s work: “You did a great job on that presentation last week. We have a new client who seems nit-picky, and since your work is detail-oriented, I think you’re the only one for the job.”
Or, as you start giving people more challenging work, clearly acknowledge what you’re doing and why: “You really nailed your presentation during the team meeting last week, so I think you can handle a monthly client presentation with some of our big accounts.” The more you recognize your employees’ specific contributions to the team, the more valuable they’ll feel.
2. Show Them that Others Need Them as well
While recognition can serve as a great motivator, it can also become a little routine when it always comes from a direct manager.
I’m not saying that you should ever hesitate to reward your employees for a job well done, of course. But, do remember that feedback from others can pack a little more punch—and show your team that they’re not only appreciated by you, but also by clients, co-workers, and even executives.
As a manager, pay attention when a client sends you an email to share the amazing experience she had with an employee or when someone from another department lets you know “Roy helped me find the number I need—he’s terrific!” Then, share it. Whether you do it privately or in public, you’ll let your employees know that they’re making an impact on clients and coworkers—and they’ll be reminded just how important their work is.
3. Challenge Them Professionally
Every job comes with less-than-glamorous responsibilities. But it’s important to balance out that grunt work with challenging assignments, too. When you only give out repetitive tasks (or tasks beneath someone’s skill level), you’re conveying that you don’t really need his or her specific, individual talents.
On the other hand, when you assign an employee a challenging task and actually put your trust in him or her to see it through, what you’re saying is, “I know you’re capable of this, and I trust you to do a great job.”
So, it has been discovered that it’s important to consistently find new ways to challenge your employees—whether that means developing new projects specifically for their talents or just being more aware of what each person does best and assigning tasks accordingly. As a manager you must also carefully select employees for the task of training new hires—giving people this responsibility conveys that you not only think they’re doing a good job in their everyday work, but that you want incoming employees to develop their same habits, skills, and attitude.
There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.
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