The company is only as good as its employees. It is hard enough to find the right people for the job, who will also able to fit into the corporate culture your created. Once you have done this, there is another even more difficult task – making them stay and grow with the company. Even the most exciting and promising jobs can sometimes seem like a routine or even a rut. You have to make an active effort, not just to maintain the level of job satisfaction you have achieved, but to make the job engaging and challenging as time goes by.
Set clear goals
It is important for employees to know what is expected of them on both daily basis and in the long term. The best way to accomplish this is to set up individual meetings with each employee and discuss the work dynamic and the expectation. Naturally, a business could change (hopefully grow) and so can the goals you have set. It is important to introduce these kinds of changes gradually and to accompany them with perks and salary increases. Additional and especially unexpected stress is the most common cause of people becoming disillusioned with their job.
Opportunity for learning
It is now clear that education is a lifelong process. That is why even those who are satisfied with their current career tend to see at as a stepping stone for something better. Make sure your company is a place to learn, grow, and develop professional and personal skills. This goes beyond free courses and trade related conferences. It is also important for each employee to know that they can advance through the ranks and get more responsibilities, through hard work and results.
It doesn’t matter how harmonious the office environment is there is always going to be someone who is not pulling their weight and others who pick up the slack. This can be a major source of conflict and disappointment because no one wants to be overworked and under appreciated. Luckily, equitable shift arrangements could be organized with tools like ShiftPlanning. It allows managers to organize shifts based on the availability, employee experience, and personal preference. It is also easily connected with all mobile devices, which makes it a perfect way to inform the employees about any sudden changes in the schedule. You can check It out here: https://www.shiftplanning.com.
Rewarding good work
It seems simple but it often gets forgotten – those who do good work and are benefiting the company should know that their work is appreciated. The simplest way to do it is with money – organize a schedule for raising the salaries of loyal employees (this way you also avoid the unpleasant discussions about the subject). Also, one time bonuses can go a long way, as well. In the end, the rewards are not always about the money –more vacation time, a better office or a couple of words of praise can sometimes mean more than any salary.
An office is a complicated social experiment. The demeanor and the relationships must remain civil and professional, but there is a lot of personal ambition and grievances that tend to build up. This sort of toxic environment can drive people away, especially those who don’t like conflict. Address this fact head on. Set aside a meeting (preferably once a month) where everyone can safely and honestly express any concerns or discuss any conflict that might have arisen. The tone should remain professional and elevated, but make sure everyone knows that during this meeting honesty is wanted and appreciated. When that is over, everyone can get back to work.
The most talented employees always take a bit of pampering. If they add value to the company and their contribution is hard to replace it is up to the management to actively provide them incentives that will keep them in the company.