Woodruff and Colleagues

ncreasing Team Productivity

I once held a position that I loved, working with a team that, for the most part, I appreciated and respected.  When I reflect on that position I realize now that there was seldom an opportunity for me to provide input on what would make the company better, what could be done differently that might increase profitability.  It was expected of me to arrive on time, leave on time (or late), do the work for my position, and leave it at that.  There was rarely a request for me to deliver valuable input in the hiring process, be included in an interview panel, create a posting, screen resumes, and vote on the decision of candidates.  There was just one time when I was pretty much put in charge of the majority of these actions, and it was the best hire made for that company in years.  In fact, that person is still in their position there.  It makes me wonder how many companies either aren’t aware of, or neglect to utilize, the talents each member of their team brings to the table.

 

It’s interesting that companies spend so much time and money on hiring, and once the decision has been made, pretty much ignore that person…as long as the job is being done.  Of course they conduct the obligatory annual performance review, but aside from that, the employee is pretty much left alone and feeling like their input isn’t valued.  Human Resource personnel have long understood that a company’s greatest asset is its people, or, as Eric Ries, author of “The Lean Startup” writes, “…our civilization’s most precious resource: the time, passion, and skill of it’s people.”.  Why is it, then, we neglect to nurture our employees, check in with them to see if they’re happy, before we discover, far too late, they are leaving?  Not just lip service where we have the conversation and forget about it, taking no action.  I mean in a genuine way and setting goals to ensure that employee is feeling valued.  Perhaps, rather than conducting an exit interview, ask the employee what it is about the company and their position in it that keeps them loyal.

 

From what I’ve read, approximately 80% of employees do not stay in positions because of the money, the title, or extrinsic rewards.  What employees do want is to feel heard and feel valued.  Investing in the development of valuable employees is almost certain to reduce the costs of attrition.

 

Have a look at the top 3 actions a leader can take to ensure their employees feel heard and valued.

The content in all blogs is the point of view of the blog author and is based on their experiences.  Readers have the option to disagree, and/or, disregard any information in any blog.

Subscribe to this Blog Like on Facebook Tweet this! Share on Google+ Share on LinkedIn