The things your employees secretly want you to do

Your employees have a silent language too. They might not always boldly say what is on their mind but they also have things they secretly wish you would say or do in order to make them feel appreciated.

They want you to tell them what is on your mind

If there is one thing every employee hates, it is confusion and assumptions. Most of them can feel when something is going on so might as well communicate in order to build a strong and solid relationship. Many times, when something bothers a manager or supervisor, they tend to keep their opinion to themselves but what they do not realise is that, this will only create tension in the workplace. If an employee is doing something wrong, it is best to simply talk to them in private to let them know. Do not hesitate to meet with the whole team if you need to to communicate your ideas and suggestions. By adopting this method, you will help your team have a clear idea of what is expected of them and reduce stress and tension in the workplace.

They want you to recognise their hard work

Employees, even if they do not tell you, want and need to feel recognised for their hard work! Many managers are quick to mention mistakes but slow to acknowledge a job well done. A basic human need is to be valued, seen, and appreciated. When this longing goes unmet — when our basic value and goodness are not recognised and reflected back to us — we may find it difficult to value and affirm ourselves. This is no different for your staff. When employees feel appreciated for the work they do well, they are motivated to work even better. Look for ways to increase employee motivation by recognizing excellence in the workplace. Celebrate the successes with your team members when they complete a job well done.

They want you to see them as Human Beings

It is easy to see our employees as machines assigned to do the work. This can cause you to become inconsiderate of their emotions and personal needs: sickness, families, kids and more. When you remember that your employees are first, human beings, it shows them that you value and appreciated them. It will make you consider their basic needs and feeling and as a result, make you create a healthy environment  that will boost their self-esteem and productivity.

They do not like surprises

If you are thinking of implementing new rules and regulations, take some time to communicate with your employees first. Your employees need a period of transition to adapt to changes. Taking the time to let them know when changes are about to be implemented will show them that you value them enough to allow them to process these changes.

They need you to trust them

If you are struggling with micromanagement habits, do your best to let go of control and trust your employees more. Employees need space for their creativity to evolve. They need to feel like it is OK for them to share their ideas and way of doing things. Even though they might go along with your ideas and instructions, when they do not have the freedom to share their thoughts, they will quickly lose their motivation and drive.

Employees are the tools that will help you reach your goals. Their well-being is as important as the maintenance in a machine. Take the time to think about what you could do to make it more fun for them to work.

ALSO READ

4 things your boss secretly wants you to do

 

Ann-Sophie Ovile, Writer, Short Stints

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Dealing with emotional employees? Here is how you can deal with them

As an employer, when hiring an employee, you sign up for the whole package. You do not only sign up for their years of experience or their talent, you also sign up for the times they won’t feel so well and the times they will go through difficult seasons. Have you noticed weird behaviors from your employees lately? Did you notice mood swings? Have they been acting differently and seem as if they are not putting in as much effort as they usually do?

Instead of thinking about giving them a negative note on their next evaluation, you might want to go deeper and figure out why this change in behavior has occurred.

Here are 4 things you could consider doing.

 

Understand the source of the problem

Take the time to ask questions and try to figure out why your employee is acting differently. In these types of situation, it is important to remember that your employees are human and not machines. They will go through difficult times and it is important that you, as an employer, show that you care. When you do so, your your employees will feel valued, appreciated and most importantly, understood.

Set up some time to talk to them in private in order to identify the cause of their behavior. It could be a problem with their family, spouse, health, finances or even a mistake they’ve made at work. Giving them a chance to vocalize what it is they are going through is the first step in the right direction. Once you understand the problem, transform it into an opportunity for positive change. Employees tend to get overwhelmed when they do not know how to cope with a difficult situation. However, feeling like they have a support system at work will make a huge difference.

Make sure your employee feels comfortable: Set up a proper environment, be alone and make sure it is the right time. After understanding the root of the issue, it will be easier for you to decide what the best solution is.

Cultivate empathy

A true leader understands that it is ok to slow down in order to help a member of the team in need. Do not be so focused on reaching your goals that you forget about the people who will help you reach them.View moments of emotion as opportunities to empathize and show compassion to a hurting employee. After you’ve identified the problem, put yourself in their shoes and try to understand their behavior. This attitude will give you a clearer vision so that you can identify ways to make them feel better. If your employee is going through a difficult emotional phase, perhaps it might not be a good idea for them to be around too many people. Maybe you could give them a more isolated cubicle for a certain period of time. If your employee is having issues with his/her family, maybe it could be a good option to let them leave early for a week so that they can spend more time with their family and resolve their issue. While it might not seem beneficial for you right now, making sacrifices for your employee will help them go through their phase and have a stronger sense of belonging to the company afterwards.

 

Provide help

Make sure your HR department is experienced enough so that they can help employees in their time of need. Employees need a listening ear and someone who will be able to give them useful advice. Communication and interpersonal relationship skills are a must in order to deal with these situations effectively.

Train the managers and other employees

When an employee opens the door to his/her issues, it is crucial to stay as discrete as possible. However, it is important that you make sure other supervisors or colleagues are aware that this employee will need a little more time this week to finish their projects or that they might be a little anti-social because of some personal issues. By making sure that your whole environment is cooperating, it will make it easier for your employee to feel secure during that time.

 

While it is normal to support your team, it is also important for your employee to understand that, emotional outbursts and inappropriate behavior that can affect their performance and your work environment will not be tolerated in the workplace. Depending on the seriousness of the issue, some employees might need more time than others to recover. However, always make sure they do not get too comfortable and use their situation as an excuse to deliver poorly.

 

Search for the job of your dreams today on Shortstints!

Ann-Sophie Ovile, Writer, Short Stints

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Dealing with difficult employees? These 5 tips will make it better

Dealing with difficult employees

Dealing with difficult employees is plain hard. Employers might have great intentions, but not necessarily know how to deal with certain situations. Remember that difficult employees can demotivate your whole team so it is really important that you make sure the situation at your office is always under control.

Here are 5 ways that may help deal with tough employees:

Listen to what they have to say

If you are dealing with a difficult employee, you will want to take things slow when it comes to approaching them, especially in delicate situations. Before making any accusation, it is important to take the time to listen to your employee. A difficult employee might not take critic easily or might feel like other colleagues are talking behind their back all the time. Make sure you take the time to listen to their side of the story first. This will create a more relaxed atmosphere and put them more at ease. It will help them cool down and be more prepared for your discussion.

Give direct and honest feedback

Do not hesitate to give honest feedback, no matter how your employee will take it. It is better to be honest than having to say everything at once when the tank explodes. Take the time to talk to your employee about what went wrong and what could be better. Yes, giving tough feedback is one of the most uncomfortable things a manager has to do but it is necessary in order to keep the environment healthy.

Set clear performance indicators

Always make sure you have proof of what you are saying. Difficult employees can get easily offended and think the world is after them. Set clear performance indicators and make sure your evaluation is always based on these indicators. Employees need to feel that you know what you are saying when it comes to evaluation and that you are not making things up based on one brief observation.

Ask HR for advice before meeting with your employee

Employers do not always know the best way to approach difficult employees. Do not hesitate to reach to an HR  specialist to ask for advice. They will be able to tell you the best way to deal with certain cases and make sure you follow the company rules while taking care of a situation.

Set consequences

When you set rules, there needs to be consequences for violations. It is not enough to tell employees what not to do, there needs to be clear consequences so they know what to expect. If employees don’t believe their behaviour will have any real negative impact on them, why would they change? Be ready to layoff an employee if the situation doesn’t get better so that they understand that their attitude can cause them to lose their job.

Dealing with difficult employees is hard but not impossible. Make sure you have the right tools in hand and things should go smoothly at the office.

Also Read

How to build a strong team of employees

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Ann-Sophie Ovile, Writer, Short Stints

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Employees who use their vacation time work better. Find out why

On a market where job availability is always fluctuating, the focus is often put on searching for a job and keeping it. However, it is also important to think about what happens once employees do find that job they were searching for. Stress, working overtime, can all cause employees to lose focus and feel demotivated. Many employees, because of their desire to climb the latter quickly tend to forget about their mental and physical wellbeing, which is a mandatory factor to help them reach their goals. While it is great to have a team who is willing to work hard, here are the reasons why employers and employees should not neglect the importance of vacation time.

1) Keeps you energized and motivated: Many times, when employees feel like they want to quit or change jobs, all they truly need is a vacation in order to renew their strenght and energy. It is normal for employees, as human beings, to feel demotivated when their need for  disconnection and restauration is not met.  As employers, it is a necessity to carefully set up vacation plans in a way that will keep your employees from being overworked and drained. Making sure employees are physically and mentally energized will ultimately end up in better results.

Also Read:

3 things that demotivate your employees

2) Helps you have a new perspective: Disconnection is sometimes the best thing that can happen to you. When you get stuck into a routine, it can become hard for you to see your workload for what it really is. You will easily feel overwhelmed and this will directly affect your results at work. Taking a vacation should not be with the objective of getting away from your job but to be in a better position to embrace your job and responsibilities. It provides rest and recuperation. In a study conducted by the Society for Human Resource Management (SHRM) for Project: Time Off, talent managers and human resource (HR) professionals overwhelmingly agree that fully utilizing vacation leave drives higher employee performance and productivity, boosts organizational morale, contributes to employee wellness and results in higher employee retention. Almost everything starts working again once it is disconnected and reconnected…so will employees.

3) Allows you to do an introspection and reflect on your life (where you are compared to the goals you have set):  It keeps you focused on what you have to do in order to keep growing and progressing at work. Taking the time to reflect on who you truly are as a person and as a professional will keep you more grounded. Have you ever noticed how, after working on a text for several hours, it is almost impossible for you to track spelling mistakes? The same principle can be applied when it comes to your professional life. Without a step back,  employees tend to lose sight of the big picture, their WHY, the reason why they do what they do. Vacationing will allow you to do this and go back to work with a fresh mind and vision.

4) Increases your productivity and drive
(Direct relation with point 3): When your productivity increases, it gives you the drive to keep going. Because you will have a clearer sense of direction, it will be easier for you to work more efficiently. You will know exactly where to direct your effort and as a result, you will deliver better work.

Overall, vacation time is a great way to start fresh. It is not quitting on your job but rather, stepping back in order to start on tbe right foot.

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Ann-Sophie Ovile, Writer, Short Stints

 

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These 3 things are keeping you from being a great employee

 

Image found on LinkedIn

There are many things that can cause you to not be the employee you could be. Your work environment, anger, frustration…they can all contribute to it. However, it is important to identify the problem and solve it before it becomes a burden that steals your joy and motivation.

These 3 things might be keeping you from being the best version of yourself as an employee

 

You do not have a sense of purpose inside the company

One of the best ways to be happy with your job is to love what you do or to find a sense of purpose in doing what you do. If you do not find the “why” you do what you do, it will be easy for you to get bored and get into a routine while feeling empty inside. This is why it is important to pick a career in a field for which you have at least a minimum of interest. Doing what you like or solving a problem that truly bothers you will increase your energy and productivity. You will not be content with doing the bare minimum but you will thrive to exceed what is expected from you. This is what separates OK employees from great employees.

 

You take things too personally

Sometimes, your boss will not be in the mood and sometimes colleagues will be difficult to work with. In order to be a good employee, it is crucial to know when not to take things too personally. The company will go through rough seasons that will cause the team to be tensed. It is important to know when to separate yourself from your feelings in order to get the job done. You won’t be able to control everything and sometimes it is ok to simply let it pass.

Also read:

How to feel relaxed and energized at work?

You do not feel valued and appreciated

Yes, it is important not to take things too personally but there are also times when your work environment can affect your general well-being and therefore, your performance. There are many factors that might keep you from being a great employee. First of all, if your boss and supervisors and colleagues are always disrespecting you, they’re actively talking over you during meetings, ignoring you in the office, it will inevitably drag your motivation down. If you are dealing with difficult pears, you can either work things out and avoid conflicts or choose to leave this environment

Also read:

3 simple tricks to help you deal with difficult bosses

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Ann-Sophie Ovile, Writer, Short Stints

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5 tips to help HR managers increase employee retention rates

Hiring employees is a great start to creating a strong work force. However, it is not only about hiring but about retaining employees. High turnover rates has direct negative impacts on the business’ finances and on employee productivity.  It is important for HR managers to develop strategies that will contribute to employee retention.

Here are 5 ways HR managers can retain employees:

 

Facilitate communication between HR and employees

This might seem very basic but oftentimes, there is an invisible barrier keeping employees from communicating freely with HR managers. When this is the case, employees’ productivity decreases as they do not feel like their voice is being heard. Have an open-door policy that encourages employees to speak frankly with their managers without fear of repercussion. It is important for employees to be able to share their concerns and suggestions and build stronger relationships with their superiors. They need to have a clear idea of what is expected from them and how HR management can help them attain these goals.

 

Foster employee development

Offer your employees a chance to better their skills. This will show them that you value them enough to invest in their capabilities and talents. It could be in the form of training to learn a new job skill, tuition or reimbursement to help further your employee’s education. Oftentimes, employee leave organizations because they do not feel like the company is willing to invest in their growth. They feel like they are stagnant and do do not see any room for progress. When you invest in your workforce, they will feel like they belong to the company and as a result, be less likely to leave you (at least not in a short term time period). Employees will become frustrated and may stop trying if they see no clear future for themselves at your company.

 

Provide perks and benefits

It could be something as simple as free breakfast every last Friday of the week or spa discounts on special occasions and holidays. Employees will appreciate these small gestures and feel more valued and appreciated.

 

Reward

Everyone wants to be recognized and rewarded for a job well done. It’s part of human nature. Reward in itself does not need to be monetary but needs to show your employees that HR management sees and recognizes their work. HR management could establish an employee of the year program. This kind of program can keep employees focused and excited about their job . Also, provide meaningful annual raises or establish annual bonuses structures.

Related:

4 ways to show your employees you appreciate them

 

Hire the right candidates

One of the main causes of employee turnover is having employees who are not fit for the position. It is the HR management’s responsibility to make sure the candidates they hire have the necessary skills for the position. Organizations should never hire employees unless they are qualified for the job and in sync with the culture and goals of the organization. Managers should not try to force a fit when there is none. It is also very important to be clear about the job description from the beginning. When employees find themselves having to do things that were never discussed before, it will affect the trust between them and the organization. When the trust is affected, there is a bigger chance for disappointments and turnovers.

 

Want to find the right employees for you? Search now on Shortstints.

 

Ann-Sophie Ovile, Writer, Short Stints

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3 things that demotivate your employees

People in management positions may have different leadership styles and that is OK. However, when your leadership is not guiding your employees towards a common goal, it could be the cause of great demotivation and affect the company’s overall performance. If you are in a leadership position, these 3 things might be demotivating your staff:

 

Micromanagement

Nothing kills your employees’ productivity more than feeling like you do not trust that they can get the work done. What micromanagement is communicating to them is that, they are not good enough or that you do not trust that they are qualified for the job. One thing about control is that when it’s your only means of management, you usually end up losing it. Have you ever taken the time to listen to employees talk about a supervisor who micromanages them all the time? Most of the time, this type of supervisor is portrayed as annoying and suffocating. Truth is, if you really want your employees to get the work done, they need to respect you, not be annoyed by you.

Micromanagement will eventually lead to a destruction of the relationship of trust. You will no longer be seen as a manager but as a dictator, which will negatively impact your staff’s productivity. Furthermore, micromanagement will cause your employees to lose their confidence, which will lead them to stop taking initiatives. Because micromanagement tells employees that they always need to have their ideas screened, it will greatly limit their creativity and leave you with a team of simple executors. This will eventually result in employee turnover, a tensed work environment and decrease in results. Give your employees the time and space to be themselves, have new ideas and get the job done. This will help you build a relationship of trust and be the leader and team builder they need you to be.

 

No job security

One of the biggest sources of employee demotivation is the feeling that they could lose their job at any moment. If you decide to downsize for example, this will create a tension in the workplace and cause employees to feel insecure and anxious. If your employees feel like their position is at risk, they will simply deliver the minimum while looking for another job! If ever your company is going through a crisis, make sure your HR team stays as discrete as possible, for as much time as they possibly can. Remember that when people start talking, the news will rapidly circulate, which will result in a staff who is more focused on looking for other jobs and gossiping about the company’s situation.

 

Stagnation

Many times, employees are motivated, until they realize that most projects are not progressing. As a manager/supervisor, it is crucial that you truly listen to their suggestions and that you are not the one keeping them from making progress. I remember when all activities at this company I worked for started to slow down because the new financial director had established all of these new rules! Instead of benefiting from these new regulations, the company was suffering because everything took 3 times more time. This, also has a negative impact on the team. Not consulting your team before taking major decisions is also a NO NO. If you initiate something that affects your team members, without asking for their thoughts, they probably won’t be too happy about it.

Companies who keep pushing back evaluations will cause employees to lose their motivation. Your employees want to know where they stand with you and not feel like they are stagnant, at the same position, with no opportunity to better themselves.

Also avoid putting their ideas in “the drawer”. Doing so makes your employees feel like they are not valued and that you do not consider them as an important part of the company. Take the time to listen to them and to consult them. This will help things move faster and avoid any form of demotivation.

Related:

The tricks employers should use to get their staff to be more engaged

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Ann-Sophie Ovile, Writer, Short Stints

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How to build a strong team of employees

Employees are one of the most important assets you can have as an entrepreneur. Without the right team, it does not matter how great the vision is. Without the human resources, there is no proper execution of ideas. This is why it is so important to build a strong team of employees. The happier your employees are, the best results you will get.

Many employers are afraid to get close to their employees because they think it might affect the respect if things get too personal. It is important to build a relationship of mutual respect between you and your employees. However, it is important not to build walls so high around you that your employees feel like they can never reach you. How can you build a strong team while keeping your boundaries?

 

The power of team building

Make sure you hire the right candidates

Sometimes, hiring the wrong candidate can affect the team’s dynamic and affect your results. Taking the time during your recruiting process to truly identify your needs and the criteria for the right fit for the team, you will decrease your chances of making mistakes. Make sure your HR department has a clear profile description for each employee, identifying their strengths and weaknesses.

By posting a job on Shortstints, you increase your chances of finding the right candidate for your open position.

ALSO READ:

5 tips to make sure you hire the right person

Build a relationship of trust

Communication is key when it comes to building trust between you and your team. When your employees trust you and believe in your vision, they will be more willing to triple their efforts in order to reach the desired goals. Make sure you communicate your vision to your staff as soon as they start working. Be honest about your expectations, what you like and what you do not like. Be as transparent as you possibly can. Keep in mind that your employees will follow your values, personality and integrity, not you as a person. Also make sure that you set up a proper atmosphere for open communication between your employees. They should be able to feel at ease when it comes to sharing their ideas or concerns. Create a space where it is easy to speak up and communicate with respect.

Value your employees

Not only do your employees need to trust you, but you also need to trust them. This implies that you are willing to trust that they are able to do the work that needs to be done. While micro-managing is necessary sometimes, it is very important that you, as an employer, are able to step back and let the team do their job. This will show that you respect and value them, and this, has the power to make them more proactive. Take the time to listen to them as much as you need them to listen to you. You will be surprised by how many great ideas are just sitting there just because the employees do not think that their opinion will be valued. Be the kind of boss who “leaves their office door open”. This means that employees should feel at ease to come to you and share ideas.

Allow employees to sharpen their skills

Allowing your employees to sharpen their skills is also a great way of making them feel valued. Provide opportunities that will help them grow.

These opportunities for growth can include:

  • Paying for formal education
  • Internal or external training
  • Bringing in industry professionals for lunch

You can also share calendars of upcoming professional events that they can attend. Your company can offer transportation so employees can attend these events together. Always create opportunities to invest in your employees. The more they sharpen their skills, the more they will be able to pour into your company.

Reward your employees

Make sure you reward your employees for their excellence. Find ways to make your best employees feel set apart and recognized. You could set up systems like: Employee of the month recognitions, raises, promotions etc… It can be as simple as writing an email or a personal thank you note for their accomplishments. Employees just need to know you see their hard work. Create a team that strives for excellence in everything they do.

Get your team involved in general evaluations

Your team needs to be involved when it comes to evaluating results and changing strategies. Remember that, you might be the head of the pyramid, but your team is the foundation keeping you there. It is important to get them involved in meetings so you can discuss if the objectives are being met and what could be changed in order to increase the company’s performance. You might have great ideas but your employees are the ones really involved in the day to day activities of the job. This means that they are in a good position to identify what goes wrong and what could be better. Ask your employees what they think about certain things. When you do so, your employees will feel like they are really a part of the company and as a result, work better.

RELATED:4 TRAITS OF A GOOD TEAM BUILDER

 

Want to hire the right person for your team? Post a job today on ShortStints

 

Ann-Sophie Ovile, Writer, Short Stints

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5 ways employers can make their new hire feel integrated

 

When a company thinks about taking a new employee on board, it is important to take the time to think of ways to make the new hire feel welcome and integrated. Making new employees feel welcome will result in high employee loyalty and retention and will be reflected in your bottom line. Most often, employees who have a hard time feeling like they are a part of the company will be isolated, lack team spirit and in consequence, deliver low results.

Taking the time to prepare the newbie’s arrival will be a great way for the team to feel like they have a role to play in this integration process while making your new employee feel at home.

Here are five things an organization can do to make a new hire feel welcome and appreciated:

1. Have a welcome strategy in place

From management down, everyone directly involved with a new hire has a role in making the new person feel welcome. Ask your employees how their first week at the company was and what they could suggest to make it even better for the new employee. Use these questions to brainstorm and come up with a detailed plan for bringing a new person into your organization. Make sure you have a written welcome strategy that your other employees can look at and bring suggestions. Once the plan is developed and in writing, have everyone involved implement the plan whenever a new employee arrives. Each employee should have a role to play in order to welcome the new hire.

2. Make sure the staff is aware of the new employee’s role and responsibilities

One of the main sources of tension in the office occurs when an employee feels like another is stepping on his work. It is really important to share the new hire’s responsibilities with the rest of your staff. Remember that these people will be called to work together so it is crucial that they know and understand each other’s responsibilities. Doing so will also allow your employees to share their concerns. For example, an employee might tell you that one of the new hire’s responsibilities will affect the project he/she is already working on. It will be a great way to compromise, bring useful modifications and make sure you all start this new chapter on good terms.

3. Have a mentor or buddy system

Assign someone to spend time with the new hire to show him how things work, go for lunch together, and offer support and guidance when needed. This responsibility could either be assigned to the new hire’s immediate supervisor or any other colleague with more experience. While the mentor would have the main role, encourage all other employees to find ways to help out the newbie and make them feel welcome and integrated.

4. Immerse the new hire in the company culture as soon as possible

Immersing a new employee into the organizational culture quickly is the best way to make him feel he is a valuable part of the team. Assign him roles and responsibilities and give him the chance to tell you what he wishes to accomplish in the future. Make sure your new employee is involved in all of the social and fun activities around the workplace. Making your new employee feel like he is a part of the company will encourage him to be more involved and productive. It will also be a great way to help him blend with the team.

5. Make sure your new employee knows how the company works so that they do not feel lost

An onboarding survey conducted by BambooHR and released in 2014 reveals that 76 percent of the survey’s respondents concur on on-the-job training being the most essential for a hire to get up to speed and start contributing at the earliest. The quicker your new employee feels like he is a part of the company, the better it will be. Do not leave the space for your new hire to feel disoriented.

Take the step today to improve your onboarding and integration practices and you’ll be able to retain your employees for longer. It’s definitely worth the effort.

 

Are you looking for ways to find the right candidate for your company? Shortstints is what you need. Post a job today for FREE and get connected to job seekers who match the position you are trying to fill.

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How can employers reduce stress in the workplace?

With everything happening in the world, employees are feeling the effects of anxiety and stress more than ever before. With the pressure to make ends meet, the changing economy and the stress of everyday life, employees can find themselves struggling to keep a balance between their peace of mind and delivering great results at work. With this in mind, there has never been a more important time for employers to make reducing stress a top priority.

CREATE SOCIAL ACTIVITY

Find ways to bring your team together in a fun environment by playing a game, inviting a motivational speaker or going out for lunch. You could even plan some meeting outside of the office! The more people enjoy their time at work, the better the atmosphere will be – and a better office atmosphere leads to productivity, creativity and collaboration.

PROVIDE A RELAXATION SPACE

It could be a room where employees can have time to breathe, sip some tea and relax. Make sure it has some relaxing music and even some snacks. Many employers avoid doing this as they fear it will make employees lazy and less productive. However, it is better to find ways to monitor the time they spend in the room than not providing a chill out space for them to decompress.

ALSO READ: 4 ways to feel relaxed and energized at work

COMMUNICATE

The lack of communication can create many damages in the workplace. Take the time to talk to your employees. As busy as you might be, it is crucial to make some time to listen to what they have to say. This will stress in the workplace. Also, communicate your vision and ideas with them. Open communication is critical in leadership . As an employer, it is important that you take the time to keep your team abreast of the latest developments and departmental changes.

ALLOW FLEXI-TIME AND REMOTE WORKING

Allowing employees to work remotely, or even on a flexible time scheme is proven to increase productivity. Not only does it shows that you trust them, by allowing them to manage their own time, but you are also taking away added stress such as child care considerations from working parents. Just make sure you use open communication to manage this flexibility.

LEAD BY EXAMPLE

As a leader its critical you keep a lid on your own emotions; don’t let negativity, anger or stress rub off on your employees. You have more power than you think, as your mood can affect your employees. Practice what you preach and ensure you give yourself enough time to de-stress at the end of the working day. In the mornings smile to your employees in order to set the tone for the day.

 

As an employer, your employees well-being is an important indicator of your success. Find out more ways to keep your employees happy on Shortstints.com

 

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