5 Steps to Hardworking, Caring Employees

 

 

Every office has its quirks, even those with back office services. There’s the guy who dresses like Superman, the girl who dresses like Cleopatra, and the boss who’s the dreary kill-joy. If you want people who are engaging and collaborative in the office, then hire someone who won’t be shocked if Batman suddenly walks in. If you’ve hired mostly free thinkers and open-minded individuals, then don’t hire a stiff. And it’s not just about the way people dress or behave; most importantly it’s about having the same values and believing in the company’s vision.

 

During interviews, brief a prospective employee about the culture of the workplace. You can even go as far as what Heineken UK has done with interviews (ever seen that video?) – it’s quirky and grand, but they’ve found the perfect guy for the job. It’s very easy to be unhappy in the workplace if you feel that you just don’t belong.

 

 

Why do people leave their jobs? Answers can be infinite But, this information is indispensable. Why do people leave ‘my’ company? What are they dissatisfied with? Most companies are more focused on just getting the next person to fill the job than knowing how the company can foster loyalty in their employees. If the company does not heed the needs of their employers, they make themselves prone to “just-passing-by” employees. Thus, it is paramount to conduct formal exit interviews. This gives us the chance to improve on how we manage our employees – how to take care of them better. Remember, if a company is stingy to its employees, employees will be stingy to the company. Act on their feedback. Give to get.

 

 

It sounds bad, but the intention is not to have employees boxing over a raise. What companies can do is publicly display the performance of their employees. Trust me when I say that no one wants to be the black sheep. That’s why this will encourage underperforming employees to rise from their complacency and propel themselves more. Of course, there’s no competition without a prize. Give generous incentives to the employee who wins. Unless it’s a very worth-it prize, employees won’t work as hard to get it. Again – give to get.

 

 

It’s ridiculously wrong for bosses to ask their employees to be passionately engaged in their work if they aren’t setting the example themselves. For this reason, the company leaders must have an innate burden to be the epitome of the values they want their employees to have. If employees see their bosses as ones sitting on a chair all day, then you can be sure that workers will follow that example. It is the leaders’ job to inspire and motivate their employees, hence they have to be emotionally intelligent as well. In order to improve employee engagement, the company leaders must know the right motivational triggers of the employees. If you want change, be the change!

 

 

In a company of few, a workplace can easily become a true second home. There aren’t that many faces to recognize and names to memorize. Co-workers can really be family. But in a company of thousands, it can be quite tricky. Nevertheless, it can be done. If Google can do it, so can you. By allotting spaces that encourage employee interaction, you are fostering a “community” culture. By planning outreaches, or even local community-participations you are helping workers form a bond. To have such a culture, it is very important for the bosses to demonstrate a humble nature. Otherwise, social hierarchy will create barriers.