How to Keep Your Employees Happy

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Every manager faces staffing issues and human resources is a hard nut to crack. You will need to make the most out of your relationship with your employees, and still get them to respect you, instead of treating you too casually. Keeping your staff happy makes financial sense, as they represent your business in front of customers. Happy employees are also more productive. Find a few tips below on how to keep them happy and engaged with your business.

Nurture Their Talent

Once you have put in all the effort to find the right employees, you will need to ensure you can keep them. You will save money on recruitment services, and create a long term relationship based on collaboration and helping each other. You should train them to empower them to do their job as efficiently as possible. Nurturing talent in the workplace can involve giving out extra responsibilities, collaboration, or coaching.

Align Your Mission with Theirs

The best way you can engage with your employees is aligning your organization’s mission with their personal aspirations. From holding regular meetings to sitting down to find out more about their career goals and struggles in their personal and professional life, there are several approaches you can use to align your mission and vision with theirs and make sure that all your employees are a good cultural fit for your brand.

Reward Them

It is also important that you create a reward and recognition system in your company, so you can make your staff feel valued and appreciated. The rewards can be monetary or simply praise, promotion, or a trip away. If you look at some of the schemes network marketing companies have set up, you will get a few great ideas to implement. You can tie the rewards to customer feedback or general performance.

Make Your Office a Second Home for Them

You can also transform your office to make it feel more like a second home or community hub than a boring place where people earn money. You can create a chillout area where your employees can collaborate, but you have to cover the basics first, such as getting the lighting and temperature right. Check out Retracom for some great insulation solutions for your office.

Offer a Career Progression Plan

If you have talented employees, you will need to give them something worth staying for. If you don’t have a career progression plan yet, it might be time to get it up and running, so your best workers can plan long term and don’t have to look elsewhere when trying to get a promotion. If you make it clear in the beginning that you will support them in their career journey, you can keep them happy long term.

Keeping our staff happy is  a challenging task. You need to make the most out of your personal strengths and get your employees involved with your projects and values. Show your appreciation and they will be more committed to your business goals, too.

When Career Coaching Became The Norm

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Career development is no longer seen as a “perk” by Millennial employees anymore…in fact, now it’s expected.

Listen up employers, the average tenure of a worker is less than 2 years and company loyalty is fleety as the next trend.

It may seem counterintuitive to offer career advice to employees, then have them leave for greener pastures, but if they’re going to quit wouldn’t you rather know?

Inspired by J.T. O’Donnell’s Post, career coaching is necessary. Millennials dominate the workforce and that number is only going to grow over the next 20 years. Similar to NBA Rookies making their debut, workers come into the corporate world even less prepared now than they once were. Assuming traits like professionalism, communication skills and initiative are taught/modeled to college graduates will leave you stymied. Formal education not only fails to teach transferable real world skills, but young workers are coming into the workplace more raw than ever. So how to you combat this dilemma?

Coaching. Today’s leader is part-guidance counselor, part-accountability partner.  As a manager if you’re not ready or equipped to “show” your employees how to do the job, you’re in for a rude awakening. Career development is just part of the solution, but since most Millennials don’t know what they want to do career-wise, it’s needed.

Imagine if each company had a “staff coach” to motivate, challenge and guide workers to their natural career path. The right “fits” would stay and the “misfits” would leave. All the money that’s spent on recruiting and interviewing should be divvied up between HR and coaching. Offering career coaching as part of your company culture may be the most proactive thing a company can do for retention.

The companies that rank as the best places to work all invest in their employee’s wellbeing. That’s what separates them from the rest. Since money isn’t as big of a motivator to younger employees, a coach can help them figure out a career path while pushing them to utilize their strengths on a daily basis (a.k.a. money well spent).

Knowing the problem and doing something about it are two different things. As a company, be a part of the future, not the the past by offering career coaching to your employees as part of the culture. The ROI will speak for itself.

 

Why Goals Are Overrated

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Coaching is much more like personal training than therapy, yet goals shouldn’t be the focus.

Let’s take your next career move as an example. If you’re looking for a new job, you’re normal. But the question is once you achieve that goal, will you be happy?

Research says short-term yes, but long-term no. The average tenure in a position is under 2 years for Millennials and rapidly shrinking. It has a bit to do with short-attention span, but mostly because of lack of purpose and challenge.

A job can fulfill that, but ultimately a combination of lifestyle and utilizing strengths is what matters. Let me explain.

People don’t work just to make money anymore. They want a job to provide their desired lifestyle. I’ve worked with plenty of clients who hate their job, but won’t leave because it supports the lifestyle they want to live. There’s also many people who stay at a low paying job because it allows them to pursue their passions on the side or make an impact at work.

Now moving on to strengths. If passion + strengths + experience = purpose, then strengths is the most important aspect. Passion and experience combined is the American Idol candidate who can’t sing. You have God-given talent, but it’s others who validate your strengths. The prime example are professional athletes. Paid extremely well to do one thing.

You might be saying, “But what if I’m not a professional athlete?” Well neither am I and here’s my answer: You may not get paid to play sports, but there’s 1 – 2 things you do really well. Find those things and do them over and over.

According to Malcolm Gladwell, it takes 10,000 hours of practice to become successful at one thing (approximately 10 years if you’re wondering). That means there are no overnight success stories. Here’s my overall point:

Goals are like checking off a to-do list. Habits create the lifestyle you want. If you want to have a successful career you better figure out what tasks you should be doing on a daily basis, regardless of your job. I tell my clients after the initial session, finding your next career move will be easy…but understanding your strengths, knowing where you best “fit” and building confidence is what I really want to see flourish.

So stop worrying about setting and accomplishing goals. Instead identify the successful habits that will fulfill your desired lifestyle and do that, daily.