Management Matters

Do You Value Your Staff?

Date Posted: 09/15/2014

How To Make Your Employees Feel Valued

“But he was fine with us; what happened?” This reaction from a reference who had recommended a candidate strongly, and was surprised to learn that things were not working out can be frustrating and even puzzling.

So what did happen? Was it a mistaken choice altogether? Did the candidate really turn out to be unsuitable although he started with a ‘bang’ and showed results? Or could it be something else?

Amongst other reasons, did you consider that the candidate could be feeling the same way about the organization as you do about him? However remote this possibility, look within, before undergoing a repetition of the recruitment process all over again.

Since humans are naturally ego-driven there is always a search for validation. A great way to offer encouragement is by making the employee feel valued and worthy. This charges up his self-esteem, confidence and even leadership qualities through feelings of success.

Sadly, managers get lost in the pressures of their own careers to remember that it is what their subordinates produce that filters through to the top as their own success stories. They sometimes forget or ignore or do not recognize that employees are not just ID numbers, but individuals like themselves who are as emotional, and who are seeking that same pat on the back, that much sought after recognition to drive them forward.

So how can a manager be effective and productive? By giving out what he seeks for himself the most – validation.

Make them feel indispensable
Though even the most productive employees should never become indispensible, making them feel that indeed they are important will be treasured and returned in value many time over. Make them feel not just you but even their peers depend on them. Make it public that colleagues and even clients also appreciate them. This adds their need for ‘need’ and self-worth gets bolstered.

Fire their minds
Have a mix of the routine and repetitive with special assignments to remove boredom, particularly if the special tasks require a different or higher level of intellectual involvement. Flatter them by conveying that you value their intelligence and ability to make optional decisions. Allow them to feel important and knowledgeable, and maybe both sides will be pleasantly surprised.

Recognize individuality
Group rewarding like out-of-office celebrations is always rewarding and engenders team spirit but does not draw distinction between higher performers and others. It fails to reward the more deserving individuals. So without intentionally alienating the lesser contributors from the high performers in the team, devise rewards that are exclusive.

Accept suggestions from below
Let the voice from below be as important as the voice from above. Listen to your employees and implement the improvements that they suggest, always giving them credit as deserved, don’t just ask for suggestions and then simply file them. It’s like ‘…2 birds with one stone’- you get improvements and you also get happy subordinates.

Show sincerity for subordinates’ career progression concerns
Guide and help employees to achieve their goals. Show constructive concern for their career growth and individually discuss avenues of progress. Make them feel that if they perform, they always have you to take care of their careers.

Work is not just work
Break the drudgery of the workplace environment from an only-work culture to a more social, friendly and trustworthy atmosphere.

Implement equality through action
As a leader let it be known through practice that all are equal and that everyone will get fair chances to realize their aspirations.

Personalize your appreciation
“You all are doing great” is not enough. That’s too impersonal as a compliment. Personalize appreciations by every means possible to get far better results.

Inculcate trust through personal interaction  
The stereotype ‘Boss’ produces stereotype subordinates. Look around the office every morning; its people you’re looking at, and they’re looking at you. Furniture does not look back. Acknowledge their presence and interact personally.  It takes just a minute and the effect lasts all day.

Have an open-door policy.
Being approachable builds up your image and also enables you to feel the pulse, keep tabs and monitor operations. Close out the outer office and you close yourself out too.

Display belief and confidence in subordinates
Delegate and empower your employees to show your trust in their abilities Share some blame for their failures and allow them to take responsibility for their work for things to get done better.

Be the “Great” Boss  
Challenge the stereotype image of the proverbial ‘Sourpuss’ critical boss. Create that example of being that much loved boss, a legacy that will survive much beyond your time.

Allow some flexi-time work schedules.
This perk will be really appreciated by all because everyone is entitled to live their parallel personal lives and office work should not be that all-consuming.

Encourage all-round connectivity.
Exposing your people to ‘outsiders’ like clients and suppliers. Senior management interaction too will enrich and broaden their vision on the whole business beyond the limited scope of their own work.

‘Good Try’ is also commendable.
All efforts, however sincere, don’t always produce the desired results, but they must continue nevertheless.  Encourage your employees to ’Keep It Up’ by complimenting their attempts.

Need to give your business a shot in the arm by hiring some of the best talents from the Philippines? You can trust Ikon Solutions to find the best people for you and be certain that every detail of the hiring process is maximized in finding your ideal candidates.

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