How would it be if your organization really understood how you work, what drives you and that your director knows what your passion is? That you can and may give the best of yourself, and that you also get the chance to explore what that best of yourself is? That would be super! Attention for employees. That is what it is all about.
Many managers, as well as directors, find it difficult when an employee is better than they are. They always feel confronted with their own shortcomings and find it difficult to discuss this with employees. Managers and directors often pay too little attention to employees. A pity, because a little more attention in the workplace often does wonders! After all, everyone wants to be themselves. Everyone wants to contribute to a better organization. An organization that really matters. Most importantly: employees hope to be appreciated. But what stops managers from paying sufficient attention to employees?
Where did this come from?
Many managers got into their current position from their content knowledge. And it used to be very common that if you were good at your job, you eventually advanced to become a manager. Instead of these managers having good leadership skills, they rose higher and higher because they had a lot of knowledge in a particular area. That also means that many often think they have to be the best in the class, they were taught that that's where their added value is. And that's what they were hired on. That concept is in complete need of change. In training there is little or no attention for the people side. Real attention comes later in the career and that is a missed opportunity. And if you have never learned how to give attention, then it becomes more difficult indeed. Attention for yourself, that's where it starts. By paying attention to yourself, you can also pay attention to your employees more easily.
Why pay more attention to employees?
Attention. Attention makes everything more beautiful. Don't you agree? Everything about talent or development has to do with attention. Sincere attention to employees, consideration and interest. No one wants to be a number within the organization. Everyone wants an organization where even the managers and board are genuinely interested in their employees. These organizations have a huge advantage. An organization that develops itself from the top, allows others to see into what they do and who they are, provide a huge boost to employees. They feel committed to the organization. Such an identity makes people want to work there.
What attention to employees brings
Paying attention to employees improves employee satisfaction. Your employees are the organization's calling card; they can make the difference. Better employee satisfaction will indirectly contribute to labor productivity and the reduction of stress and absenteeism. So make sure your employees have a nice workplace, but also that they are seen and heard. Because it has been proven: employees find genuine attention more important than a high salary.
How do you ensure more attention for your employees?
1. Feedback
Asking for feedback is the fuel for personal development. It is a token of recognition and appreciation and that is what the employees of the future need. Link back regularly on how they are doing and don't put it off until the progress or review meeting .
2. Put growth and job satisfaction front and center
In " the war for talent," it is super important to engage and retain staff. After all, you don't want them to leave your company through the back door as soon as they get in. By paying attention to growth and job satisfaction (for example, by celebrating successes ), you stimulate employees in their personal development.
3. Avoid surprises
Many organizations still work with the traditional HR cycle. At the beginning of the year, employees have a meeting with their manager in which goals are set, halfway through they discuss progress and at the end employees are evaluated. For employees, these moments are often enormously exciting. After all, they don't like surprises. Using a digital assessment system makes this a thing of the past. Set goals and discuss progress to avoid surprises at the time of evaluation.
What it's all about in the end is that we're all in the right place. Because that's where you get the most energy, right?
Yolande van der Veer - Senior partner Treams