At Planday, we believe people matter.
No matter what you do for business, we understand that managing people – and keeping good ones on your team – is a challenge.
So as we get into the swing of things for 2020, the Planday team is already hard at work with clients around the globe to value and appreciate the people who work in shift-based businesses to make sure that the businesses which employ them can keep good staff for longer.
With a team of experts passionate about working smarter in our offices across the globe, Planday brings together the best of many cultures and workplaces to help businesses work smarter.
Like many Planday people, Carl is passionate about using technology to help people and businesses work smarter, not harder. And based on his experience and conversations with Planday customers every day, Carl has put together a list of the tips and tricks to minimise employee churn, value people and build a better business.
Here are Carl’s five tips to help smart businesses keep good employees in 2020.
“A good employee can be many things,” Carl tells The Planday Blog.
“But it’s mainly a person who offers outstanding customer service and creates the right brand experience of your company – and that is getting more and more important as customers prioritise experiences and good customer service as a key factor in choosing to purchase.
“That may be a new employee, or someone who has been in the company for a long time. Keeping a good employee requires a focus on corporate culture and individualism (to see the person) and let them grow and develop their skills in a team.”
Carl’s tips below are based on his experiences, feedback from clients and statistics.
Find out what motivates your employees and understand what drives them.
Motivated employees have on average, higher engagement, reduced sick leave and less negative stress. By taking the time to understand the factors which motivate employees – such as greater flexibility or better communication – teams can work better together, share values and ultimately drive better returns for your business.
Put trust in your employees and set goals and the direction together.
This will give your employees predictability and security around their work. This means encouraging better team building, sharing of ideas and insights and ensuring that when people have feedback, it is listened to and acted upon.
Planday has a guide for effective team building with a series of suggestions for how to grow and develop a productive team culture which helps employees develop relationships between team members as well as how the team can build relationships as an entity on its own.
Emphasise the opportunities internally and highlight opportunities like higher education, courses, self-development and more.
Sometimes the best candidate for a new job or for promotion comes from within. Whether that’s encouraging a sales assistant to take on leadership within a department on the shop floor, or even using the relationships someone on your team has developed with others to make sure that team and your business works better together, opportunities exist in every business.
Emphasising that career development is not like being on autopilot can encourage ambitious people to stay and continue driving value for your business. And sometimes it’s worth taking a step back and realising that changing jobs can be a good thing for someone’s career and encouraging that as a culture within your business.
Establish the team feeling.
It is important to understand what motivation profile your workers have and what type of management they need to succeed. Include people in discovering it, inform them of what you’ve heard and have periodic talks with your employees.
Regular, transparent communication between management, employees and customers makes sure everyone is on the same page about what is happening and helps align everyone to the same vision. It also means you can get the best ideas — knowing they can come from anywhere, not just top-down.
Feedback put into system.
Feedback works in a few ways but no matter who you are dealing with – or what the feedback is – all feedback is important and should be regular. Numbers we have shared on The Planday Blog before show that turnover rates can drop by almost 15 per cent when your people get regular feedback.
But when it comes to positive feedback it needs to be felt real. It increases the employee’s confidence, courage and ability to be creative. Criticism should be given in a constructive manor with focus on reflection and development. Make sure you don’t mix people and the case.
“Keeping good staff for longer is – of course – a much bigger picture than described above,” Carl says.
“But these tips are simple tips to focus on better corporate culture and to have better people operations. This will not only grow your business’ brand and set you apart as a provider of great experiences and superior service, when that is what discerning customers are searching for, it will also deliver great results for your business and help you reach your goals.
“It’s just about valuing people and taking some very simple and easy steps to show that no matter what you do for business, it’s the people who make the difference.”