Written by Miles Henson on 12 Jan 2015
It’s no surprise that January heralds the time for people to reflect on their lifestyle, after the excesses of Christmas have died down. For many, this might mean joining a gym or starting a new hobby. For others it could signal the start of a new career.
With research showing that two in five people will begin to look for a new job in January, the right type of leadership, used at the right time and throughout the year can make the difference between staff remaining loyal or jumping into the arms of a competitor. Sign Io
As leaders or managers, we need to have a vested interest in the development of our team members. The earlier in the year we demonstrate this the better. We are there to support them and provide them with the resources required to enable them to progress and develop at their own speed. The aim for most companies is for employees to be doing the kind of work they want to do which is why we need to aim to make each person’s role appealing through a focus on individual development.
People take action. People make change. People shape the world and as a result we must place emphasis on employee engagement, aiming to provide the best environment to work in within your industry. There should be no difference between how you treat your customers and how you treat your team members, and generating maximum employee satisfaction is crucial. Providing them with the platform to achieve personal development success is integral and here at Momenta, we have compiled 5 top tips to think about in January and to follow throughout 2015 in order to maintain a happy, healthy and above all, motivated workforce.
1. Start as you mean to go on in 2015
If you have new hires starting at the beginning of the year buddy programmes are important. From day one, new hires should be taken through an orientation programme. Providing a mixture of online training and documents to help educate on the philosophy of any brand, it gives new employees a greater understanding of the company, whilst showing you are willing to invest in your people to help them grow from the word go.
2. Reward & Recognition in 2015
Awarding employees can be extremely effective to not only help you achieve your own departmental goals, but motivate your team members or employees to work even harder.
If you also make it an internal tool for staff to nominate others, this can help generate a feel-good factor within the team to know your peers have put you forward, again helping ingrain continuous improvement. On the spot recognition or monetary bonuses can also raise staff morale for those who overachieve.
3. Upskill your Workforce in 2015
Continuous improvement needs to be at the forefront of any leader’s strategy to help develop the workforce. Introducing a soft skills programme as well as launching certain management development programmes directly benefits employees and by giving something back to your workforce, motivation can follow. Why not establish development tools such as financial assistance to all employees seeking additional education or training to increase job skills, prepare for career progression or acquire formal qualifications. Affinity to the brand and work culture will ultimately follow.
4. Coach your Team in 2015
By providing continuous opportunities to develop skills, you should support employees aspiring to be future managers. Role models are incredibly important; particularly when team members are looking to progress through the ranks, as support and mentoring are required in order to develop. Mentoring schemes are invaluable as they not only provide support to employees, but also can enable internal progression. By implementing a development programme, which involves managers being ‘coaches’ for employees, a structured development process can then be followed.
5. Choice & Challenge in 2015
No matter how simple, training is integral in developing your workforce. Whether online or in a classroom setting, enabling employees to ‘dip and dive’ into areas of interest and gain soft skills whilst following an individual development plan is often a good approach to help challenge learners.
Providing tasks just beyond the skill level of employees is important, you don’t want to push them too soon as work that is too difficult can raise anxiety. However, tasks that are too simple contribute to boredom – decreasing motivation toward learning. A happy medium needs to be met to encourage employees to search for challenging activities, all forming an integral part in the learning process. Continually investing resources into learning and development is important to enable companies to not only retain, but maximise the team’s abilities.
To find out more about how Momenta Performance Academy can help you click here to contact us.