Feelings of frustration at work can lead to depression and extreme unhappiness. When employees don’t quite understand, what is expected of them, they feel like they have been left in the dark to fend for themselves. Sometimes employees are given tasks that they do not feel equipped to handle, and in many cases, they may not want to share their inadequacies with others, especially their bosses.
If employees are not recognized for the work they do, or they do not have the right kind of leadership and encouragement, they may feel vulnerable and uncertain about whether they are doing a good job. This may eventually cause them to leave.
A lack of guidance and support doesn’t only apply to the new kid on the block, but managers, new CEO’s and others, may also experience these same feelings of frustration. In a Harvard Business Review – “CEOs Need Mentors Too”, it was found that “84% of CEOs, credited mentors, more than anything else, with helping them to avoid costly mistakes and become proficient in their roles faster.”
It is important that as part of the culture of an organization, staff members understand where they can get the help they need. This may include connecting new members with more senior level staff members, who make themselves available to guide and support the new comers.
Staff members can help each other if they are given access to the right kinds of mentorship, where both parties do not feel pressured into making the relationship work, but rather choose to support one another. Ongoing support is crucial as employees’ progress and advance within an organization.
It is also important to build a culture which is rich in recognition. A study by Forbes Magazine found that “Companies that score in the top 20% for building a recognition-rich culture have 31% lower voluntary turnover rates!”.
We all like to be recognized, praised for a job well done and rewarded for our achievements. You only have to look at how well children achieve when positively reinforced.
Often young adults seek praise and recognition from their parents, by constantly trying to impress them. Human beings are always trying, in one way or another, to impress others, and this is no less for staff members. They too want to make some form of impression on their managers, bosses and the company itself.
There are many forms of recognition. Understanding your staff members and what forms of recognition they may appreciate, is a good place to start. Not all employees like to be recognized in the same way. For instance, I remember when one of my bosses offered me a gift as a reward. My love language happens to be quality time and affirmations, with gifts being at the bottom of my list therefore, you may understand how this form of reward did not mean as much to me, as a few simple words of praise would have done.
I recommend you reading a book called “The 5 love languages” by Gary Chapman. It is not only beneficial for personal relationships, but may provide understanding and insight into your staff’s, customer’s and other people’s needs as well.
To reduce staff turnover in your organization, you really do need to become more aware of their needs, their strengths and provide them with the right kind of resources and rewards, that will help them to achieve their true potential. They are the backbone of your organization and without them, your business will not survive.
No comments:
Post a Comment