How do you create a workplace where employees feel valued, appreciated, and heard?
With employee satisfaction a key factor predecessor for productivity, according to research, the number one reason why workers leave is due to poor management or feeling undervalued. Further to this, about two-thirds believe that their manager lacks adequate managerial training.
With this in mind, this is the topic Clint Pulver wanted to challenge and was the main thesis in his book, I Love It Here.
An Emmy award-winning motivational speaker, author, musician, and workforce expert, Clint found himself in a tornado of ideas, curious about the perception of satisfaction in the workplace vs. reality.
Five years ago, he was a part of a mastermind group connected with other CEOs and executives in New York.
When a conversation arose about adaptability in business, Clint questioned another businessman whether he adapted the same for his management style.
“There’s no need to change. The same way I manage today is the same way I managed 20 years ago, and we get results.”
“I wonder if his staff thought the same,” Clint thought to himself.
Bringing that question to life, Clint interviewed six of his team members, asking them one simple question – “What’s it like to work here?”
And guess what?
Out of the six employees, five of those said they would not be working for him and his store for less than three months. All of a sudden it clicked – the perception of leadership vs. the reality of employee experience — a lot of the time — is different.
From there, this social experiment snowballed into a “Millennial experiment,” where Clint would walk into an organization, undercover, asking for a job.
The magic of all the research was not when a staff member was dissatisfied by their job but when they said, “I love it here.”
With that said, based on a range of both positive and negative responses, Clint came to two conclusions.
#1 – When people hated their job, they talked about management.
#2 – But when they said they loved their job, they talked about a mentor.
So, what’s that?
Well, put it this way. A manager aims to make sure there are no holes in the ship, allowing you to get from A to B in the most effective time. On the other hand, a mentor is responsible for taking care of people on the ship, ensuring they feel safe, protected, and heard.
A mentor creates a more powerful perception, allowing others to thrive and grow.
If someone is worth something, the key for demonstrating that is recognition. Contrary to this, if someone has potential, then what they need is growth opportunities.
Reflecting on a key moment at school, one day a teacher pulled Clint aside. After noticing he fidgeted a lot at school, he handed him a pair of drumsticks and told him that he would be a great musician.
Despite the nicknaming from other kids, Clint then went on to become a successful musician, touring the world, all because one person believed in him – his teacher…
Translating that into the workplace, all it takes is one mentor believing in them to achieve great things.
Saying that, how do we support our employees and create a space where they can grow, while ensuring you hire the RIGHT people?
Hiring Tips 101 ⬇️
Unfortunately, in the world of hearing care, the most difficult position to recruit is an audiologist or a licensed hearing care specialist.
The pool of people you’re fishing for is constrained, especially since the demand is high, leading to convenience-focused recruiting compared to hiring based on what’s right for the business.
✅ – How Do You Stop Making The Mistake Of Recruiting The Wrong People?
Simply said, always be recruiting.
For example, you may have a full team of staff, but you don’t have any backup. You have to surround yourself with extraordinary people so you can do extraordinary things.
If you find yourself in the position where someone has left overnight, it’s important that you’re not left trying to fill the gap with someone who is not suited to your business, but rather you can select someone you know who would be perfect for the role.
✅ – How Do You Create An Atmosphere Where People Can Say “I Love It Here.”?
#1 – Employee recognition is a key part of showing you care.
Take the time to recognize the three key people in your business who you would not be able to live without. If they left, you would crumble.
Pull them to the side and say, “You’re great. What do I have to do to keep you?”
If their response is unreasonable or unachievable, meet them in the middle and offer them an alternative.
Say they would like to work fewer days a week or spend more time with their family, then offer them an early finish at 4 pm.
🔝 – Provide quality benefits such as a local connection to the community, say a discount at a restaurant.
📈 – Opportunity and space for growth – measurable, small, and attainable. Create a growth development plan – what’s the overall goal, what is the employee going to do to accomplish that, what are you going to do to be the mentor and advocate to make sure they achieve that? Finally, a follow-up update, checking consistency.
⏱️ – Time – What are a few things you can stop doing to prioritize time with your staff? Always delegate time to check in on your staff. Show me that you know me. Creating those simple conversations to show that you care.
The Great Resignation
Admittedly, we’re going to see a major economic trend shift, which has resulted in a surge in resignation rates in the United States.
COVID-19 impacted our lives in more ways than we could imagine, as we were all forced to adapt to a new way of living. With more time on our hands, it forced workers to rethink their careers, work conditions, and long-term goals.
Many workers favored working from home and having more time on their hands as opposed to working inside an office. This, among many other reasons, has resulted in the “Great Resignation,” which is going to play a huge role in the sustainability of the workforce.
It’s something that all employers should bear in mind, ensuring you are prepared for any major changes.
Are Your Employees In Line With Your Vision?
If you were to ask what the direction and the vision of the company are, how many of them would answer correctly?
What are our goals, what are our objectives?
Often, companies’ vision statements are 35 pages long, making it unattainable for employees to keep up.
With that said, simplicity and memorable recognition within the realms of the vision are key. This will make it easy for your employees to remember and in turn practice in the workplace.
Creating A Sustained Workforce
If there’s one thing we’ve learned from the pandemic, it’s the importance of having a strong internal community in the workplace. It allows employees to feel valued and worthy, as well as employees to open up about how they are feeling.
Creating a sustainable culture and atmosphere allows employees to grow in the same direction as the workplace is evolving, ultimately, improving personal well-being and productivity.
Megan Jaram
Content Executive at Orange & Gray
