Recently I posted a blog post on the company website that I work for about positioning the employees and the customers. It is important for each and every company to realise the value of having satisfied employees.
I will quote a bit from there:
„Employees first, customers second” – said so many
Wow, isn’t that a radical thought coming from an employee of a market research company that is fully dedicated to help raise customer satisfaction? Or maybe not.
Thinking of it, this should be the basic idea of how a company works. Just like Richard Branson, the founder of Virgin Group said in an interview with Inc.: „Virgin does not put the customer first. In fact, Virgin employees are the company’s top priority.”
That sounds nice, but what does this have to do with customer service?
To put it simply, a lot. “It should go without saying, if the person who works at your company is 100 percent proud of the brand and you give them the tools to do a good job and they are treated well, they’re going to be happy,” and also “if the person who works at your company is not appreciated, they are not going to do things with a smile,” Branson says to Inc.. If I continue this way of thinking then I would add that if an employee is not treated well, then the company can end up losing valuable people who could have contributed to its growth.” Read more by clicking here.
What can a company do to make its employees happier
- Listen to your employees on each and every level, if not they will still talk about their problems, but that will cause more harm to the company and the morals of other employees.
- Listening is good, but it’s even better to show empathy at the same time. You need to udnerstand what is bothering the employees.
- On the other hand if you just show that you listen, but don’t do anything that is much worse than not listening at all, because in this case you will lose trust.
- Encourage the employees to take the initiatives and if you agree, then let them carry those out.
- Let your coworkers teach each other – for sure each and every individual at your company has a unique skillset, why not share it? It will be benefitial not just for the company, but the employees as well.
- If you don’t have the right answer and need some more ideas, just ask your coworkers – sombody might have the solution even if you don’t think they do.
These are only some suggestions that are free of charge and can really make a difference.
What will your company gain from all this?
- Committed people who work with a smile on their faces;
- They will find their work much more enjoable;
- Feeling valued and an important member of the team, not just somebody who can be replaced easily;
- They will feel that their career advancement is important to company as well.
If employees are satisfied they will now look for another job opportunity, but will stay at your company, preventing you to spend lots of money and resources to find new employees.
What are the traits of a good workplace?
Freely jumping in the sunset somewhere on top of the hill – watching this picture makes me want to do and feel the same freedom and happiness. Unfortunately, my watch is telling me to stop daydreaming and get ready for work. But is it possible to reach the same feeling in our workplace? I think, yes.
For me the list goes on and on, but here are the most important factors that I think are essential:
- Good salary: no matter what surveys are telling us, this is one of the most important points. Let’s say if your salary is below the average at your workplace, after a while it really starts bothering you. It will have an impact on your mood and effectiveness in your job. So, companies need to take care of providing the sufficient salary as well.
- Work-life balance: I don’t think I need to talk about the importance of this topic. Companies can help by providing flexible working hours, home office, emergency holidays, etc.
- Recognition: it is very important in all levels and not just during the annual appraisal. It depends on the team of course, but it can be a monthly or quarterly or half-year appraisal as well. This can give a great opportunity to check certain skills and interests. Providing feedback regularly on one’s progress is becoming more and more important.
- Mentoring: now we have the recognition, but employees need sometimes someone they can learn from. There are people who like their job and want to be in the same position for a long time. On the other hand there are people, very typical for the Y generation, who wants to reach something more. In this case a good mentor is necessary. Learning from someone who is more skilled then you are now, it is a great opportunity to gain new ideas as well.
- Transparency in communication: most of the companies think it is ok to inform the employees about the latest news; however the management tends to skip the problematic parts. There can be various reasons behind this, but the most obvious is the lack of trust. For sure some employees can panic, but most of them are able to process the information and handle it. Who knows, maybe those people are the ones who can give some useful tips even for the management.
- No-micro-management: this is clearly a no-go. If a manager thinks the employees needs to be micro-managed that suggest some serious issues in trust and self-confidence from the manager’s side. In this fast-paced world how much time does a manager have for micro-management? Not that much and if he/she still tries it that can cause only more stress, anxiety, bad mood and fluctuation amongst the employees.
Of course nothing is perfect, but we can try to do our best by learning from our mistakes and adapting some good examples. What examples would you like your company to adapt?
There are some great books in this topic, my favorite one is Work rules by Laszlo Bock. Enjoy reading!
How to be a good member of a group? Easy: genuinly take care of the others and share the tasks and responsibilities.
Being a part of a group can be an exciting experience. Usually joining to one that has already been established you will meet with set roles and tasks – however, there is always the possibility that the newcomer will cause some sort of changes in the group dynamic – reform the tasks and maybe the leadership settings as well.
But it can be even more interesting to become a part of an entirely new group. New members at the company with unknown potential can cause some surprizes, not just because of their virginity at the company (structures, behaviour, expectations or hierarchy), but the previous expriences that shaped their personality. By mentioning that I mean family background, international relations, employment history or any other observations made by the new members can shape their identity as well as the group’s.
Creating a new group, taking part in it is a very exciting process and at the end if this group has a positive dynamic then some great results can be expected. Let’s hope so. 😉