With this in mind, Robert Half Management Resources offers five tips for leaders:
Take a genuine interest. Talk to employees about their career goals and what keeps them up at night. You can only address their motivations and concerns once you know what those are.
Add meaning to the job. Employees should know how your firm’s products and services improve the lives of customers and how their individual contributions support the company’s mission.
Provide regular business updates. Make the organization’s objectives an ongoing topic of conversation. Explain to staff the rationale behind operational goals and the steps being taken to attain them.
Tap experts. People won’t feel confident in leadership if they don’t have the support they need. Bring in consultants who provide in-demand knowledge not available internally, such as for a change initiative or merger integration. Interim professionals also can assist with spikes in activity, helping staff better manage heavy workloads.
Sell the firm to staff—again and again. Managers woo job seekers during the hiring process but often fail to keep the courtship alive. Keep employees apprised of the firm’s successes and regularly promote the many great reasons to work there.
Published with permission from RISMedia.
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