For millions of businesses across the world, finding the right workforce is one of the most important issues that must be resolved. This is because employees tend to be one of the main reasons why certain enterprises thrive or fail. Unfortunately, however, figuring out who is the right fit for the organization is not an exact science. Instead, it is based on a lot of trial and error, learning, re-evaluating, and similar. More importantly, however, it is built on effective internal management.
For those unfamiliar, internal management involves all aspects of employee handling that the entity is responsible for. This includes everything from minor daily interactions between subordinates and supervisors to yearly annual performance reviews. Entities can seldom appreciate the true value of proper management, however, unless they experience the workforce environment with high satisfaction and engagement levels. So, what are some ways in which companies can effectively manage their employees to achieve better cohesion and higher retention rates?
In order to reduce potential resentment and offer a fair working environment, it is vital that there is a high level of consistency when it comes to employee management. The reasoning here is fairly straightforward. Consider, for instance, a situation in which one employee is penalized or rewarded differently than someone else after doing the exact same thing. Odds are, such management will quickly give rise to questions about these unexplained discrepancies. In the long run, the issue could grow so much that it turns into discrimination lawsuits or other problems like those that have ended hundreds of businesses.
Outline Expectations Explicitly
According to a leader in the facilities management industry from Canada, Kevin Gray, the best way to improve employee management is to be more communicative. In other words, having an open-door policy where all expectations are stated explicitly will lead to higher efficiency. The reason why is the fact that such environments undermine any ambiguity or problems related to employees’ lack of goal awareness. Moreover, being very clear with the objectives will make it a lot easier to hold workers accountable if they fail to reach those expectations.
Provide Feedback on a Regular Basis
The next step towards better employee management revolves around providing timely feedback. It is unrealistic to expect any worker to be aware of potential shortcomings if they have not been told that their performance is lagging. This is where frequent performance reviews can come in very handy. Additionally, even if the employees are doing well, performance reviews can prove to be outstanding support to them because of all the growth strategies that can be mentioned. After all, there is no such thing as a perfect worker and room for improvement always exists.
Recognize That Each Employee is Different
Just like all projects require special consideration related to resources, scheduling, and operational planning, it is crucial that employees’ specific traits are considered. Although this may sound like it slightly undermines the aforementioned idea of consistency, it does not relate to things like promotions, feedback, or similar.
On the contrary, it merely states that employers should deal with their workers in a way that appropriately aligns with those individuals’ traits. For example, someone who is much more likely to take positive or negative feedback in person should not be sent e-mails with praise or critique. Instead, the employer should wait to do so in-person. Other individuals, however, may find it much less stressful to get compliments or critiques in written form. These types of minor changes do not affect the consistency principle and often lead to higher morale.
Offer Bonding Opportunities
Kevin Gray further stresses the importance of external bonding opportunities to help employees get to know one another. This often allows for much more positivity and cohesion as people tend to operate better when they are comfortable with the personalities that surround them. A few easy ways to achieve this include:
- Organize volunteering events
- Throw office parties
- Take the workers out to public events
Of course, the list of possible engagements goes on to include anything that the management determines would help employees relax and get to know each other.
Listen to Their Opinions
Ultimately, there is probably no better way to figure out what might be a good way to manage employees than to talk directly to them. Since any changes in the approach to management will materially affect subordinates’ jobs, they will have a great incentive to provide tangible feedback that the employer can use to improve their system. Additionally, giving them the power to voice their opinion can boost their confidence as they feel more appreciated. Not to mention the fact that the expectations based on their own input will be much easier to achieve.