How do companies keep employees happy in the workplace? What can you do to make sure employees feel appreciated and valued? Experts agree that there should be six priorities to achieve this.
The first thing is trust. Both sides need to trust each other. You need to trust your employees to do a good job, and they need to trust that you have their best interest at heart. This also means involving them in important decisions. Next, there is responsibility. Try to always give your employees something to do that is just above their normal responsibilities, which will increase their trust again as well. You organizational culture is the next thing. You must create a culture in which the employee is central. This is also a great way to attract new talent. In fourth place is the ability to offer opportunities. Make sure that your employees are able to progress in their job and have the opportunity to learn. The fifth thing is recognition. For many people, receiving recognition at work is the be all and end all of their career. There are also plenty of people who feel they can do without recognition, but they will generally still appreciate it if it is given to them. There are a lot of ways in which a company can show recognition, including giving a personal compliment or by larger awards such as employee of the month. You have to make sure that when you praise someone, it is from the heart and genuine. Finally, there is compensation. For many people, work is all about the money. This does not mean, however, that we will sell our soul for a small increase in wage. If you manage to get your five other points right, then people will be happy to work for what is fair.
None of these six steps are hard to implement and the difference they make is huge. However, some would add one more step. The seventh tip, therefore, is to make things personal. Everybody knows that when we give a gift, it is not about the object but rather about the person. That is the way this should be looked at. It is about personal relationships and acknowledgement. In other words, make sure you don’t give a long service award to the fleet manager, but rather to Susan Late. This example is a very simple explanation, of course, but it demonstrates very well how people should be valued for who they are, not what they are, no matter how important their role actually is.