Your employees support you – they come to work every day to
help you grow your business. So, you should show them that you have their back.
Supporting your employees benefits you and your staff.
It helps you retain your team. They’re happier and more confident in their job, so they’re more likely to want to stick around the company for longer.
It gives them the confidence and resources they need to grow. They’ll have the ability to learn new skills, which will then be used to help you grow your business.
It can help you recruit top talent. Everyone wants to work for a company that supports their ideas and their goals. Then, they’ll tell their friends and family every time you have a job opening.
Your workers will be more engaged and more productive. Which means your company as a whole will be more productive.
Keep reading to learn six ways to show your team that you
care about them.
1. Create a growth plan
No matter how much your employees love their jobs, they
don’t want to do the same thing day-after-day, year-after-year for the next 10
years. They want new challenges. They
want to move up the ladder and pick up more responsibility.
Each year, sit down with your team and talk about what
skills they want to learn or improve in the next year. Then, create a growth plan
together. Determine whether they will learn by reading books, taking a class,
or shadowing someone else in the office. When you meet next year, talk about
which methods worked and which didn’t.
2. Don’t wait until performance reviews for feedback
Performance reviews often get a bad reputation. You don’t like giving them, and your employees generally don’t like receiving them. Without performance reviews, however, your staff won’t know how they’re doing and what they can improve on. You won’t know what your workers really think about the company.
Instead of waiting until the end of the year to hold performance reviews, regularly meet one-on-one with each staff member. Having informal performance reviews throughout the year makes them more useful and less terrifying. Then, no one will be surprised during their formal, annual performance review. Read also: 12 Questions to Ask During a Stay Interview
During your conversations, discuss ongoing projects, obstacles,
and achievements. You can ask each worker what they need from you to do their
job more effectively, and they can ask what you’d like them to do to make your life
3. Create a mentorship program
Everyone in your company brings different skills and
strengths to the table. It’s a big reason why you hired them – because they possessed
a quality that was missing. Because your company has such a wide range of
skills and talents, create a mentorship program so your employees can learn
from each other.
Consider your conversations about career development to
handpick each worker’s mentor. For example, if someone in your customer service
department eventually wants to work in sales, ask a current salesperson to
4. Actively promote a healthy work-life balance
Since your staff members have lives outside of work, encourage
them to have a healthy work-life balance.
Encourage them to set boundaries. For example, urge them to
check their work email only during work hours. Don’t expect them to answer work
calls if they’re not working. Make sure they’re actually taking vacations
occasionally. You should lead by example. If you’re responding to emails at 2
a.m. and never take a vacation, your team will think they’re expected to do the
same, no matter what you actually say.
You can also do things around the office to help your
employees’ lives outside of work. Consider offering flextime or work from home
opportunities or hosting regular yoga sessions at work to reduce your workers’
Trust goes a long way. If you’re micromanaging your team,
they’re going to feel like you don’t trust them because they have to do
everything your way. But, if you entrust them to do their jobs well, they’ll be
happier and more productive.
6. Thank your team for their hard work
Beyond a receiving paycheck, your staff wants to know that
their work is contributing to the company’s success. So, give them a heartfelt
“thank you” occasionally. Tell them they are doing a great job and to keep up
the good work.