There are plenty of forces that drive a company’s eventual success or failure, including the strength of the original idea, competition, marketing, and so forth.
But perhaps the biggest influencing factor are the employees of the business. If an organisation has a great team of employees, then they’ll be well on their way to success. Indeed, the workforce can transform a business; if it’s on fire, then obstacles can be overcome. If it’s a poor team, then everything will be more challenging.
The good news is that companies don’t have to just accept whatever employee performance comes their way. There are things they can do to push it in the right direction. In this blog, we’re going to look at some of the best ways that a team can galvanise their staff so that they get the best results possible.
Companies can make things much easier for themselves by hiring self-starters. You will, of course, still have plenty of work to do, but you’ll be more or less halfway there if the people you’re trying to get the most from have a streak of independence. If they are, then you can have confidence that the work will be done and that new ideas will form without your intervention. Bringing these types of people on board begins with the application process. Did they have a history of pushing themselves out of their comfort zone or of working on passion projects? Then they’re probably the type of people that you won’t need to walk through every single detail.
You’ll hope that your employees don’t have to turn to you for every single thing. But your employees will also need to know that you’re not continually micromanaging their performance. This is a common mistake that many business owners make. While you’ll have an idea of what you want your employees to do for your business, you shouldn’t be too beholden to whatever that is. If you’ve hired correctly, then your employees will have the skills to deliver great work. But if they’re going to do that, they need the time and space to get on with it. This might require a little bit of self-restraint on your behalf. In the end, your company will prosper if you make the most of your employees’ talents, rather than trying to just engineer your own specific way of doing things.
You can think of your employees as a seed. If it’s given nourishment, then it’ll prosper. If it’s not, then eventually, it’ll hit a dead end. One of the best ways to develop your employees is to invest in their skills. Even if they’ve come to you with plenty of previous experience, it’s likely that your industry is continually developing. And if your employees aren’t also developing, then eventually they’ll be left behind. You can help them on their journey by looking at training courses and conferences to send them on. As with most actions on this list, this is a surefire way to boost your employee retention rate; the best candidates want to continue to develop, and if the company is helping them to do that, then there’ll be no reason to look elsewhere for employment.
Studies have shown that people work much better when they feel like they’re working with friends rather than just colleagues. And that makes sense -- everything’s much more fun when it feels like one big family, rather than a bunch of individuals. You can’t expect to get people to know each other if they’re not given an opportunity to do so. You can help them along the way by setting up “getting to know each other” events, having a social space at the office, and all-around promoting communication and collaboration. You don’t know what might come from it if you put these pieces in place. But if you don’t, you’ll know just what’ll happen -- nothing.
You should try to manage every relationship, as opposed to just letting it run on autopilot. And this applies to the employee/employer relationship, too. The easiest way to do this is to perform regular performance reviews for your employees. This will give you an opportunity to provide feedback on the things that they’re doing well and on what they’re not doing so well. You can also use it as an opportunity to conduct a general review of how they’re getting on at the company. Even if you don’t conduct these reviews, then you can’t be too surprised if bad habits form -- after all, your employees won’t know any better.
It’s always better to be working towards something. While a new employee will have the motivation to do well because their job is new and exciting, someone who has been there for a while might struggle. Intrinsic motivation can count for a lot, but there’s an upper limit on how far it can take you (in most cases, anyway). By setting targets, you’ll help to keep the internal fire burning. It’s a good idea to set these targets in conjunction with the employee -- setting a target that the employee doesn’t agree to can cause problems.
It’s always beneficial to have someone to look up to, someone who can offer insights and wisdom into your job. As the leader of the company, you can perform this function, but only to a degree. It’s unlikely that you have the experience and expertise in all of your employee’s specific fields. But there will be people who do have this information. With world-leading mentoring software, you’ll be able to pair your employees with people who can offer them genuinely useful information about their role. You can learn a lot by speaking to people with extensive experience, but many people don’t get the opportunity to do so. But by bringing mentors into your company, you’ll be giving your staff the opportunity.
The world learned a lot following the coronavirus pandemic. And one such thing was that it’s much easier for employees to telecommute than previously thought. Now that that’s an option, companies should look at offering flexible working conditions to their staff. An employee works much better when they have the freedom to choose where and when they do it. They might decide to work just in the office, just at home, or a mixture of both. Giving them the option is a surefire way to boost morale, productivity, and employee retention.
Finally, it’s a good idea to look at having an open door policy at your company. All too often, businesses put too much of a division between the executives and the general members of staff. But that division doesn’t help anything other than the executives’ egos. As a leader, it’s best to create a two-way conversation dynamic with your team. If they feel comfortable talking to you, then you’ll be creating an environment that allows them to bring their best work to the table.
In an ideal world, every member of staff would hit the ground running and bring nothing but brilliant work to the organisation. But that’s not realistic. If you’re going to get the best from your employees, then you’ll need to create a culture that promotes the best. It can take time and effort, of course, but it’s something that’s well worth pursuing. You might just find that it helps to take your business to the next level.