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How To Ensure Your Employees Have Their Best Year Every Year!

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Let’s take a look at how both parties see things.

Imagine it is a new year and your employees have come back to work after the holidays.

You expect they will come in and just get on with their job right?

They expect that you will just pay them for getting on with their job, right?

But is that all there is to this relationship?

It is pretty lifeless. But what if it could it be improved?

The old saying goes, “If we do what we’ve always done, we’ll keep getting what we’ve always got”, however, in my vast experience, the reality is that things will get worse if they are not continuously improved.

Status Quo means people often get bored, become less engaged, less productive and in the end, they may be tempted to leave for greener grass.

This ends up costing the business more time, energy, effort and money spent on recruiting and re-training new team members to replace already well-trained ones. I consider this bad economics in every book.

What if, instead of just meeting their expectations, we exceeded them?

We must know that it is far smarter to keep and improve the people you have got and put them in the right place in a company than to have an revolving door system that is constantly forcing round pegs into triangle holes. Yet most companies fail to
execute this simple exercise.

What if we did something different… something smarter?

Zig Ziglar says...

If you help enough people get what they want, you’ll get everything you want”.
Most leaders fail to THINK: instead, they’re caught up in their own soup, automation, red tape, procedures and protocols.

They forget they are dealing with human beings who operate best when loved and connected with.

Imagine inviting staff in for an open conversation, asking them what their personal goals are at the start of each year and how we could support them in achieving them and following up with quarterly reviews to make sure implementation is happening and momentum is maintained.

People would feel appreciated and significant in the knowing that their daily tasks were leading somewhere rather than nowhere.

They will feel more connected knowing their “why.”

Can you at least see that simple tweaks to the way we’ve always done things can have huge benefits in the longer run,, and with an instant impact on attitudes and results?

In his book “How to Win Friends and Influence People”, Dale Carnegie said that

“There is one longing - almost as deep, almost as imperious as the desire for food or sleep – which is seldom gratified. It is the desire to be great, it is what Dewey calls the desire to be important”
Everyone loves to be recognised for their value in the workplace and as leaders of industry, we have a responsibility that we often forget to honour.

A responsibility to provide leadership and inspiration, not just direction and instruction.

Sometimes a small genuine acknowledgment from a leader can make a big difference to how they feel each day.

Do you remember how you felt when someone more senior than you took some time out and acknowledged you?

As Dale Carnegie says, people want to feel important, they want to feel significant: it is one of the major needs of a human being.

Roman Krznaric talks about a 'cognitive empathy' which is about taking perspective; about stepping into somebody else's world, almost like an actor looking through the eyes of their character.

It is about understanding somebody else's world view, their beliefs, the fears, the experiences that shape how they look at the world and how they look at themselves.

We make assumptions about people, we have prejudices about people which block us from seeing their uniqueness, and their individuality: we use labels.

Highly empathetic people get beyond that, or get beyond those labels, by nurturing their curiosity about others.

Socrates said that

'The way to live a wise and good life was to know thyself'
...and we've generally thought of that as being about being self-reflective, looking in at ourselves, practising introspection.

However, I think in the 21st century we need to recognise that to know thyself is something that can also be achieved by stepping outside yourself by discovering other people's lives.

And I think empathy is the way to revolutionise our own philosophies of life, to become more outrospective, and to create the revolution of human relationships that I think we so desperately need.

It is imperative that we are proactive around what we do as a business to retain great talent. Any successful business needs to have a People Plan that focuses purely on growing the people within the business and making sure they are in the right place so they give their best to the organisation and feel great about it.

Richard Branson says “train people well enough so they can leave, treat them well enough so they don’t want to”.

In my book Putting the Human back in to HR I share my 7 Step Born to A.C.H.I.E.V.E Accelerator.

You know you have to buy a copy to find out what that means right! Just kidding - it’s in this blog.

But seriously you might want some support with this, and my team and I can help you implement it for long term success.

If you do this well, you will have employees being proactive in the job they do, wanting to grow because they know you have their back and that you care.

You will have loyalty in your team who are striving to achieve targets because they have your back and want your business to grow.

It is a win, win, win.

To help your employees have their best year yet, follow these simple steps:

Step 1: Accountability

  • Each employee must have the accountability for their own performance.
  • Many business owners make the mistake of leading performance.

Step 2: Company Objectives

  • Agreeing SMART objectives with all involved, aligned to the growth and targets of the business.

Step 3: Hopes

  • Discuss their hopes and aspirations and how you can support them in reaching them with your help. Help them find their “WHY”

Step 4: Implement

  • Agree action steps on how to achieve company and personal goals

Step 5: Educate

  • Sponsor employees to attend courses or complete qualifications. What books could they read? Maybe set up a recommended book list and/or provide the books for all employees.

Step 6: Validate

  • Review their progress and offer support where required over agreed timescales.

Step 7: Elevate

  • Recognise and acknowledge their efforts and achievements and always remember to celebrate every success, powerfully.

When my managers did this with me, I enjoyed working in the team and gave my all because I knew my managers had my back.

They valued me as an individual and wanted the best for me, to grow and achieve my personal goals for a better future. Who wouldn’t want to be loyal and committed to a management team like that?

Make it about serving your team with what matters most to them and you will get what matters to you.

Su Patel

Su Patel

International HR Empowerment Trainer, Consultant, Author and Speaker.

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