Campbell’s Soup CEO—Doug Conant—said that in order to “win in the marketplace, you must first win in the workplace”. As a manager or supervisor, you not only have the responsibility of making sure the customers are satisfied, but you also have the responsibility of making sure your very own employees are as well. This means that you, as a manager, should know the how’s and why’s in connecting with the two different groups of people. Understanding the different things your employees go through can be a beneficial step in creating a stronger, inner business relationship between people.
The first thing to understand when knowing how to support your employees is to first understand how they perceive you, and what relationship you tend to keep with them. Managers tend to have different approaches on how they want to be perceived by their employees. Some approaches may even be strategically planned out, for example, some managers tend to give a more closed, strong and solid approach to keep inappropriate events from happening, thus keeping the company on its top behavior at all times; while others may choose to have a closer relationship, and prefer to be perceived as more of an open type of person. However, Forbes magazine stated that if leaders were to “disregard the importance of connecting with employees, they lose the benefit of a dedicated, long-term team”; meaning that the fewer barriers you create between you and your employees, the more you have a chance to a dedicated and well working team.
As you lower the barriers between them, you will then understand the different ways you can really help them. To start, you can see what makes them happy and what does not. Founder of HR Consulting firm Performance Growth Partner—Rick Galbreath—said: “happy employees equal happy customers”. Supporting your employees’ happiness can start from appreciating what they do. Forbes magazine stated that employees who are appreciated by their managers are “more likely to go above and beyond for the company”. Your employees should always be treated and respected as people and a valuable asset to your company, not just a set of hands.
Putting aside some funds and setting up meetings with your staff is a good way to do this as it lessens the chance of your employees missing out on something that could affect them. Just making personal invitations through a letter or an email will make the staff feel appreciated, and that they are considered as an asset to your company. If an employee were to suggest an alternative on how things should be done, as a manager you should be open to it and allow the employee to give it a try. It could turn out to be beneficial to the company.
Apart from holding meetings, you can also make the staff more involved by giving alternative chances for them to put their opinions or criticism in as well. By handing out surveys or questionnaires (which can also be answered anonymously), you give your employees a chance to really give their say on how they feel on certain aspects of the company, such as how some things are run, or even how they feel about a new decision. All this gives you the chance to make changes as you see fit, and to learn more about how your staff feels in certain situations.
Recognizing their work is also crucial in supporting your employees. “People crave recognition, acknowledgement of leaders and the glow that comes with knowing an achievement has been seen”—(Biro. M, Forbes Magazine). Showing that you see your staff has done a good job can be done in various ways, such as a “Staff of the month” column in your company’s newsletter or blog, with an addition of a reward. Thus, you give your employees the motivation to strive to have a good performance.
As a manager, understanding the how and why in supporting your employees will not only benefit your employees or yourself, but it would also be beneficial to your company. Adapting the various opinions of others and recognizing their role in your company will surely give your company the best there is to receive.
By: Brodie Bavidge