As a manager, you can’t be flat-footed in today’s marketplace. Great employees want managers who are inspiring leaders … problem solvers … and who are compassionate.
To keep valuable employees, set these goals:
- Great managers praise employees right away. As in marketing and sales to attract customers, first impressions are critical in managing employees. Your employees will be gratified by your quick recognition of their contributions and accomplishments.
- Employees are immensely impressed by bosses who lead by example. If you don’t, your employees are more likely to go elsewhere.
- Stay engaged with your employees. Be alert to boredom. Especially – if you have emotionally intelligent employees – remember they are more likely to remain satisfied if you actively give them challenging assignments.
- Plan to conduct stay interviews. To alleviate and prevent dissatisfaction among employees, regularly stay connected to gauge how they’re feeling. So, get feedback, acknowledge strong performance, and inspire them to keep it going.
- To promote trust with your staff, make it a priority to treat employees with respect. In turn, you’ll be rewarded with happy, trust-worthy and hard-working employees.
To achieve these goals, actively employ these practices:
You’ll achieve desirable results if you understand your workers and their desires Then, do your best to fulfill their needs when possible.
Of course, there’s more:
- Earn a reputation for honesty and integrity.
- Be fair and make certain to hold all workers accountable by using identical standards for everybody.
- Whenever feasible, encourage trust in your workplace.
- Continuously show respect.
- Be dependable. Employees want a reliable boss especially when needed.
- Your workers want to be part of your team, and they appreciate being invited to offer ideas and solutions.
- Be authentic. Employees appreciate a genuine boss, not a superficial one.
- Appreciate workers’ contributions to your organization’s welfare. The phrase “thank you” should be a frequent part of your interactions with employees.
- Be responsive. Emotionally intelligent workers expect you to listen, understand and respond to them.
A basic no-no of management:
Don’t forget the best practices. And remember detachment is vital — don’t be a people pleaser and work overtime at being a friend to your employees.
In conclusion, valuable employees inherently want you to be leader, fair-minded, a mentor and a good role model. These tips will enhance your odds to retain good employees, earn their loyalty and achieve profits.
From the Coach’s Corner, here are strategies for dealing with difficult employees:
Management – Improve Communication, Stop Rumor Mill — Gossiping and rumors hurt your staff morale and organizational performance. Such toxicity and negativity can also lead to expensive lawsuits. Here’s what you can do as a manager.
Dreaded Discussions You Must Have – 7 Management Tips — In most organizations, managers must inevitably have conversations with employees regarding their work. Here are seven crucial steps.
Management – 8 Steps to Solve Employee Incivility — Obviously, mutual respect are vital in cooperation and teamwork for performance. Clear management strategies are necessary if you have uncivil staff members.
Management – 3 Common Mistakes in Performance Reviews — Not only do most workers stress over getting performance reviews, many bosses stress over having to give them. For management solutions, see these management tips.
Management: Coach Your Employees to Better Performance — In talent management, coaching, counseling and giving feedback is of utmost importance. But it’s a difficult challenge if you don’t have a coaching culture.
“Management is the opportunity to help people become better people. Practiced that way, it’s a magnificent profession.”
-Clayton M. Christensen