Your frontline employees are far too valuable to take for granted.
First impressions in business are critical. That’s why your employees who take phone calls and greet and meet prospects and customers are valuable.
Sadly, frontline employees do not get enough attention from their bosses and human resources.
Engagement is usually so rare, frontline employees often get nervous when they do get any attention. Plus, most of them do not understand their company’s strategy and corporate mission.
All of this exacerbates employee turnover.
This means you must have a program for employee engagement:
1. Friendly open-door policy
You’ll find positive human interactions with frontline employees are vital. For their mindsets, adequate employee engagement mean the difference between a productive day and a lackluster one.
Why? Employees who feel they’re being heard by management and feel a valued part of the team, will do stellar work and make your customers happy.
2. Walk the floor
Productivity matters. Visiting your employees enhances a valuable approach — recognizing good performance — for those who often feel ignored.
Employees appreciate recognition of their on-time to work, how neat and orderly they keep their work spaces, how they maintain equipment, and how they optimize customer experiences.
3. App usage
Depending on the size of your company, it might be difficult to personally visit employees. So establish a reward system for app usage. You’ll increase performance and drive teamwork.
This will help your front line staff see how well they’re doing at their job.
But be careful with push notifications.
Meantime, recognize performance. Feedback is important. Remind workers about the importance of their work and how it helps the organization.
Your employees will be more likely to continually strive for improvement.
Stay objective. Whenever possible look for opportunities to correct issues by reinforcing what positive performance looks like.
Try not to focus on what employees are doing wrong. Moreover, emphasize how they can perform better.
And remember discipline must given be in formal meetings.
You’re missing opportunities for employee growth if you don’t have a mentorship program.
Mentorship programs enhance on-the-job training.
Mentorship programs should have managers check in with employees while onboarding them and when they start a shift.
Explain what good performance looks like, show appreciation for your employees’ efforts, explain career opportunities, and make these programs ongoing.
If you implement these procedures, ultimately you’ll see a marked difference.
From the Coach’s Corner, here are related strategies:
Management Dos, Don’ts for Keeping Great Employees — 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.
Will You be Surprised if Your Employees Leave? — There are usually 10 reasons why employees quit.
Retention Tips – ‘Stay Interviews’ to Keep Employees Happy — The goal of stay interviews is the retention of valued employees so you can minimize costly turnover. Here’s how.
Why Your Technology Might Cause Employees to Quit — If your company employs poor technology tools, it means you’ll risk losing employees according to research. Here’s what to do about it.
For Profits, Align Your HR Program with Your Business Strategy — For profits, a successful human-resources management strategy should complement your overall business strategy. Here’s how.
“Good management consists in showing average people how to do the work of superior people.”
-John D. Rockefeller