For a manager or executive of a company, the job title and corresponding responsibility oftentimes prevents everyday interaction with staff. Weekly or monthly staff meetings and annual conferences are typically the only times the workforce as a whole is in the same room. The absence of daily interaction can create a barrier between the leadership team and employees, which in turn can easily result in a gap between what you, the boss, might think is best and what your staff can see as the right move based on their daily tasks and productivity.
CEOs should take it upon themselves to teach their staff as many tricks of the trade as possible. While this is commonplace in the majority of companies and corporations, executives are starting to notice their staff can teach them a thing or two as well.
Allow employees to generate new ideas for success
In today’s job market, young and eager professionals are dominating the workforce with innovative and inventive ideas. As a leader, it’s important to encourage employees to present these ideas by creating an atmosphere that inspires creativity and welcomes discussion. Millennials are a perfect example and a great source of new and resourceful concepts. Being the “connected” generation, these workers are a goldmine when it comes to digital related philosophies. With their knowledge of trending and up-and-coming digital resources, allow them to help brainstorm and connect your company’s ambition to sync with a younger, emerging audience.
Create an office community
A manager, CEO or director, often finds themselves removed from everyday workplace culture. Combat the employee versus employer stereotype by becoming more involved with workplace activities in which your workers participate. Learning how your employees interact with each other and with you will allow you to get a handle on what internal practices are well received and which are not. A positive community culture only leads to further success.
Acknowledgement goes a long way
You’ve earned your position as a leader and there’s no doubt about it. In many companies and corporations, employees are working for an internal promotion to become the best of the best in their field. While most bosses and managers deem themselves the “best,” giving your employees praise for a job well done not only satisfies their desire to be acknowledged, but can raise the level of engagement as well. It’s no surprise that highly engaged employees are 38% more likely to have above-average productivity. Praise your employees for good work and good work will continue to flow, and if you are looking for the extra push, find out what else motivates your employees.
Design your PTO and vacation schedule around your employees
Every business offers benefits, vacation times and allotted sick days, but what executives fail to see is how their vacation times and sick days affect employees. As a mentor to employees, a long leave of absences can harm productivity and may hurt the company. NPR’s Health Blog notes that some workers find the absence of peers to be a challenge during vacation season because the lack of voices makes the normal sounds of the office more apparent, and in turn, more distracting. Take note of how employees want to schedule their vacation time and days off. If a bulk of employees tend to leave around the same time of month, offer work from home days or PTO to those still around as long as it doesn’t disrupt operations. A good balance of workplace attendance and out of office work can bring positive results to your company.
Cater your onboarding process to the likes of your workforce
A perk that comes from leading staff is the fact that you’re able to head up the hiring process. Bringing in new talent to join the team is especially important as industry landscapes seem to be changing overnight. If you have been in your management position for any length of time, employee onboarding has likely changed and you may find yourself a little out of touch when it comes to onboarding new hires. Luckily, your younger staff members can assist since they have more recently been around the block in terms of interviews, resume reviews and the application process. Request feedback about their experiences with hiring and onboarding processes. Make a note to not only ask the new hire, but also to get in touch with staff hired six months or six years ago. Forming new strategies around the hiring process will not only make your human resources team happy, but it can help bring the right employees to your workspace.
Need help creating a vacation policy or honing your onboarding process? Reach out to WorkSmart with questions! Phone: 317.585.7870 Email: solutions@worksmartpeo.com
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