FIVE WAYS TO SHOW YOUR STAFF YOU CARE

Recruitment is expensive, and companies pay a premium for experience, so it makes sense to keep staff churn low. In addition to that, good staff morale boosts productivity and attracts and keeps the best people.

Organisations and employees alike need to recognise that their relationship will only survive if both parties believe they benefit. I don’t believe that anybody turns up for work to do a bad job, but I do believe that they are likely to do a better one if they feel valued by the company.

Here are five things a company can do to show they value their employees:

1.  Have a clear career path.

Nobody wants to be stuck in a rut. It’s human nature to strive for better. Does your organisation have recognisable job titles and a clear route to advance from one to the next? Employees will do a far better job when they can relate performance to progression.

2.  Have regular one-to-ones

I mandate my direct report s to have an absolute minimum of 30 mins one-to-one a fortnight with their direct reports, and most respond by scheduling more than that. The employee should dictate the topics for discussion at the meeting; they might have a particular work issue lying heavily on their mind, or a concern about recent statements from the Executive, or they might have career concerns. Whatever it is, give them the opportunity to air their point and respond to them as honestly and openly as you can.

These sessions often turn into useful coaching sessions, where you have the chance to improve the skill of your direct report and if you listen actively – or ask outright – you will find invaluable feedback to improve your own performance.

3.  introduce skip reviews

I’m a big fan of having one-to-one meetings with employees one level below my direct reports. True, it’s logistically impossible to do this on a fortnightly or probably even monthly basis as the numbers grow exponentially, but I try to do at least two a year with each employee.

Not only does it send a message to the employee that you aren’t sitting in your ivory tower with little interest in them or their careers, it also helps you sense-check the quality of line-management service they are receiving from your direct reports, because I truly believe that line management is a service as much as a way to ensure value for money for the company.

4.  Meet appraisal deadlines on time, every time

Nothing screams “I don’t care about your development” louder than being late with objectives setting and the end of year appraisal. If you cannot manage your time well enough to produce SMART objectives on time for all your direct reports then you need to seriously consider some time management training for yourself.

Similarly, if you can’t be bothered writing their appraisal and attending the appraisal one-to-one with them in time for the deadline set by the company you are clearly lacking in the pastoral care element of your management.

Bosses who take time and effort over objectives, mentoring and appraisals can be tough but fair with employees and will earn their respect and commitment.

5.  share the gems

“Leaders are readers”, so the saying goes. If you are like me, you regularly trawl the web and read books for the latest trends/opinions/innovations in your field.

Often, you will find some really valuable pieces, giving you pause for thought and perhaps something to add into your work or management repertoire.

Don’t keep these to yourself. If you think you’ve found something useful identify whom amongst your direct reports would also benefit from the information and share it with them. Not only will they appreciate your interest in their development, but they might become even better employees in the process.

Over to you – what ways does your company demonstrate its commitment to its employees?

Steve Syder RPP, FAPM is an interim Director of Programmes & Projects and RPP Assessor based in London. His web site is www.stevesyder.com