Did you know that when an employee leaves his job, 67% of the time it is not the job, it is the boss? Of course you know the importance of preventing your best employees from becoming someone else’s best talent, but how exactly do you do it? Here are four ways to build trust and earn their loyalty.
1. Face time is important. Personal contact is important as it creates an emotional connection with the organization. Whether you have an on-site or remote workforce, be sure to connect with them regularly. It’s more than offering an “open door policy” – get out of your office and walk. Pick up the phone and talk to your team. Connect with your team members the way they want to be contacted. Some people prefer texting, others email, while others still like to talk face-to-face. Personal contact is important. Follow a hint from the TV show “Undercover Boss” and put yourself in the shoes of your employees. Understand what they are faced with on a daily basis and they will be much more willing to do their best in their work.
two. Express your appreciation. Watch your employees doing things right. What is recognized is repeated, so let them know specifically what they are doing right. Organizations seem to be spending a ton of money on “stuff,” providing employees with numerous catalogs from which to choose any number of rewards. Although it is a nice gesture, it is not the award that creates an emotional connection. It is the sincere verbal expression or handwritten note of appreciation for a job well done that is treasured. A woman on one of my shows recently shared that the thank you notes she wrote to her staff members two years ago are still posted on their bulletin boards. Writing it down makes a difference. Handwritten notes are tangible evidence that employees can refer to whenever they need a lift.
3. Ask questions. Are you afraid to ask your employees what they want because they fear their “unreasonable demands”? Often times, what you’ll find is that it doesn’t take much to keep your team happy. Once your basic needs are met, small adjustments make a big difference. Asking your staff for suggestions and ideas can provide insight that you may not have considered. Inviting your staff members to share their opinion means a lot, acting on their suggestions seals the deal.
Four. Complaints welcome. Marshall Fields said: “Those who buy, support me. Those who come to compliment me, please me. Those who complain teach me how I can please others into buying. The only ones who hurt me are those who are disgusted but not complaining. They deny me permission to correct my mistakes and thus improve my service. ” This quote is as applicable to employees as it is to customers. Office confusion is not going to go away, however you can circumvent its negative consequences by making it safe for employees to express their opinions. When you know what is really going on within your organization, you can take the necessary steps to correct what needs to be fixed and not suffer long-term negative effects. Remember: if you are asking the question, be willing to be open to the answer, no matter what it is.
Using these four simple strategies not only increases employee engagement, loyalty, and retention, it also leads to the big three “Ps”: productivity, passion, and profit. The best part? Implementing these ideas won’t cost you an arm and a leg.