It’s important that any business owner or manager invests in their staff. After all, they are the dynamic asset that will continue to apply hundreds or thousands of hours into your brand, and will learn the economy of your workflow better than anyone. Your staff are your ambassadors, your mini-decision makers, and those who will execute tasks using the majority of their skillset. Staff are the lifeblood of your firm, and must be respected as such, but managed with even more skill.
It’s easy to suggest a personalized training program for all staff to go through, but universal pointers can be much more difficult, because staff from firm to firm will have roles that differ greatly. For example, an executive chef will use a much more different range of skills to a marketing employee.
However, one of the universal truths behind any workplace is the necessity for staff to feel confident and understanding of the work they have in front of them. When they feel confident, able, and stimulated, they will feel loyal to your firm, because it’s this three combination of daily emotions that often translates to the best job satisfaction.
We would like to help you get there. Consider our following advice, and you might just apply this to your brand in a much more effective way:
It’s important for the leaders of a business to continually give their staff opportunities for growth. Of course, depending on the range of opportunities you have to give, you might only reserve this for those who have proven themselves within your department. But often, versatility in a job role can be appreciated much more than you might think. For example, working in an international office might be a real goal for one of your employees if you have an international presence. Giving them the opportunity to run sales pitches or potentially present the quarterly assessment can help them gain confidence, especially if this is their first time as manager.
Opportunities will help refine their professional skill set, and is often a simply feel-good measure of tangibly showing that their efforts are being stimulated and respected within the firm itself. This can mean plenty for staff satisfaction, and ultimately rewards you with having confident, ambitious people in your employ. It can also be tempting to only give these initial opportunities to those who are young and proving themselves, but this should also be granted to those who are older and wiser in your firm. A position must never feel dead end, but have almost endless room for growth, even if it’s found in the little things such as that suggested here.
Train Them Within Your Workflow Suite
When any new professional comes to work at your firm, they likely have some form of experience in the past. This often means it could take them some time to fully adapt to your personal workflow arrangement. From the programs and computer suites you use to the physical equipment they must deal with, to simply understanding how the office printer works, sometimes these things aren’t expressed and instead your employee is left to ask their new colleagues just how these things operate. It’s not a nice feeling for the new recruit who feels as though they’re being a pain, nor the person who has to answer all of those inquisitive questions when they’re trying to get on with their tasks for the day.
Of course, you want to promote office socialization and peaceful dialogue in any given day, but this puts things off on the wrong foot. Arrange the first week to ensure that your staff are clued-in on all of the requirements in your business. This can help them avoid making a fool out of themselves, help them remain more confident from the offset, and give them the tools to get to the true meat of their task.
A boss who decides to praise for every little thing often loses respect for themselves. This is because employees know that no matter what they do, they’re likely going to receive some false praise for it, so why should they push themselves? They might like you as a person, but this kind of behavior can corrode your office authority. Instead, be sure to praise, but only when good work has been achieved. Make it mean something. Then, when you mean it, tell them why they did a great job, and have them rewarded for it. This motivation can add fuel to their internal passionate fire for months on end.
With these tips, you’re sure to train staff to remain much more confident.