As well as professional development, encourage personal self-development
Encourage team members to take risk and get out of their comfort zone. Create a positive atmosphere within your team so employees are willing to be challenged and accept new opportunities given to them.
Provide opportunities for personal self-development
Personal self-development skills might include improving self-confidence and to do this you might allow them to undertake more public speaking roles. They might talk in the morning brief to fellow employees or give a presentation to their leadership group.
Submitting feedback (from employees to the employers)
Introduce an open-door policy
An open-door policy encourages staff to come to their managers with any questions or concerns they have about work. This helps build a sense of trust within the employees and they also feel like their concerns have been heard. The benefit of having this policy means staff with come to you sooner about any concerns or new ideas they have for the company. The company benefits from an increased rate of shared information and feedback, and any issues that arise can be solved earlier.
Regular performance check ups
Frequent performance discussions between supervisors and employees builds an open and safe relationship between them, allowing the employee to be more honest when discussing goal progression and current projects. This is also a great opportunity to give the employee feedback on how their working and what’s been causing problems.
Casual one on ones that are more about personal growth rather than work performance
Employees want to know that you care about their wellbeing as well as their work. It’s important for supervisors/managers to check in with their staff and see if there is any way they can help. Asking team members how their day is or if anything has been on their mind is a great way to start the conversation. It doesn’t have to be anything too personal but asking if they need help with anything will always be appreciated. It also allows the employee to discuss any issues they might be facing within the workplace. at the end of your one on one, ask them for any questions or concerns they may have. Once all the issues have been addressed, the employee leaves the conversation with a sense of belonging and appreciates the time you have taken out to check in with their wellbeing.
Use team meetings to receive feedback
Team meetings are a great opportunity to receive feedback from your team on how the workplace is functioning. It allows for discussion amongst team members and management to be made in a more casual context. It gives employees a chance to express how they have been feeling at work and any concerns they have. They might also suggest new ways on how to improve current procedures and how to solve workplace issues.
Surveys on how to improve both management and the function of the workplace
Creating surveys with questions in regard to the workplace and management will improve both communication and efficiency in the workplace. It gives employees a chance to express how they feel about the work environment and what could be improved. It also allows constructive feedback on how management can improve or what can be done differently. In return, this feedback gives the management team valuable information on the current state of the work place and what areas need improvement.
Here are a few questions you might want to include: - Do you understand how your performance is measured? - Does your organization support your professional development? Why? - Do you think your manager cares about your wellbeing? - On a scale of 1 -10, how challenging is your work?
Establish trust with senior management
It’s important for employees to trust their management team
There many benefits to the company when employees trust their managers. To name a few, trust enhances team work, loyalty to the company, engagement, productivity, and decision-making. It also decreases stress and burnout within staff. All these components help the workplace run smoothly and will produce a higher quality of work.
Be honest and supportive with your staff
Whether it’s bad or good news, honesty is always the best policy. Honesty is an important value to most people so it’s important you remain truthful to you employees. Being honest during tough situations is some skill most trustworthy leaders have learnt to do. Whether it’s your company not meeting their goals or letting a team member go, try not to put off this conversation as it will only make the situation worse. Addressing these problems early will earn the respect from your team as you are able to openly talk about the topics and give them facts.
Treat employees like people, not numbers
Managers should always be trying to maintain a healthy work environment and ensure all staff wellbeing requirements are being met. It’s easy to get lost in the numbers and revenues of the company but remember that all these numbers are a result of how your team works. You don’t need to know everything about their personal lives, but you should have a good understanding about why they enjoy work.
Accept employee feedback
Receiving feedback from your employees is important for both your professional development and making the workplace a better place. You might not always agree with the feedback your employees give you, but good managers accept it and will consider the changes for the future. If you don’t allow feedback to be given, you might be missing out on hearing some great ideas for the company!
Avoid playing favorites with your staff
It is natural to like some coworkers more than others, however when you’re the boss, you need to ensure you are giving all employees the same opportunity to succeed in their roles. Try and be inclusive and make a conscious effort to choose different people for tasks and projects. If you select the same team every major project, you are putting all your eggs into one basket and your favorites might not stay with company forever. Distributing the tasks evenly ensures every staff member feels recognized and will also create a well-rounded team.