Home Features Does your business risk losing unappreciated staff?
Does your business reward loyal members of staff? If not, it can contribute to employees feeling undervalued and unappreciated
People don’t leave jobs, they leave bosses. Undoubtedly, you have heard this saying uttered from the mouth of an HR professional more than once, but only because it is true. Staff may decide to move elsewhere for a number of reasons, not all money related, which may include feeling unappreciated, overworked and/or overlooked.
Do you appreciate your employees? More importantly, do your employees know that you appreciate them? If so, how do they know? Do you tell them, or just assume they know because you haven’t criticised them?
Acknowledge the good stuff
Imagine working tirelessly on a project, producing your best work which yields incredible results, only for no one to even acknowledge your good work. Sure, we may brush it off as ‘just doing my job’, but it is only natural as human beings to seek validation and appreciation. Without those two key ingredients, what are we left with?
As a team leader, it can be easy to overlook good work and disregard it simply as someone doing their job. If the only feedback that an employee receives is negative, then this can result in the member of staff feeling undervalued and unappreciated.
Giving positive feedback should be something that bosses should look to do at any possible moment, as it means that the team is doing their job, although far too many bosses may seem reluctant to give out praise. Something as simple as a pat on the back, a quick email or mention in a team discussion can go a long way to keeping them on side.
Does your business reward loyal members of staff? If not, then this can contribute to employees feeling undervalued and unappreciated because they feel that their service is taken for granted.
These do not have to be monetary and can include a wide range of benefits. Some businesses call for the help of reward management consultancies to advise in-house HR teams on what can be introduced and the positive effects that such benefits may have.
Some non-financial benefits include:
An extra day’s holiday after so many years with the company
Award presentation in front of colleagues
Opportunities to lead a project
Work from home (if possible)
Would you want to work for you?
As a leader, it is important that you take a step back and look at the bigger picture from time to time. For example, consider if you would want to work for you as a boss, and be honest with yourself.
This would be a good opportunity to ask for feedback from your team – allow them to do this anonymously, as some may be reluctant to give honest feedback with their name attached. Although you may not like everything that you read, constructive criticism is good and will help you to develop yourself both personally and professionally.
If you are able to develop yourself, taking on board the advice and feedback of others, this can then have a positive effect in the workplace on both your individual and team’s productivity. If you have the respect of your team, and they enjoy working with you, this goes some way to decrease the risk of losing valuable employees.