Employee Retention Essentials: Creating a Culture Where Employees are Valued
Employee disengagement can be detrimental to an organization's success, and it's up to HR teams and leaders to recognize the signs and take action. One of the main reasons for disengagement is a lack of recognition, so it's crucial to communicate appreciation regularly and create a culture of dialogue. Providing growth opportunities and being honest about the limitations of the organization can also help employees feel valued. Burnout is another factor that can lead to disengagement, so it's important to encourage time off and model healthy behaviors. Finally, a diverse and inclusive organization fosters a deeper sense of belonging and leads to better engagement and morale. Empowering managers to take action and implementing these steps can help build a culture where everyone feels included and valued, leading to an elite organization.
Employee disengagement can be detrimental to an organization's success, and it's up to HR teams and leaders to recognize the signs and take action. One of the main reasons for disengagement is a lack of recognition, so it's crucial to communicate appreciation regularly and create a culture of dialogue. Providing growth opportunities and being honest about the limitations of the organization can also help employees feel valued. Burnout is another factor that can lead to disengagement, so it's important to encourage time off and model healthy behaviors. Finally, a diverse and inclusive organization fosters a deeper sense of belonging and leads to better engagement and morale. Empowering managers to take action and implementing these steps can help build a culture where everyone feels included and valued, leading to an elite organization.
Timestamp
0:00:00 Signs of disengagement in a team
0:00:33 Recognition as a defense against disengagement
0:01:22 Growth opportunities for employees
0:02:43 Encouraging well-being and preventing burnout
0:04:21 Importance of diversity and inclusion in fostering engagement
0:05:06 Steps to build a culture of inclusion and value
Transcript
How to Help Employees Feel Valued
Dr. Jim: [:From a behavior perspective, conversation might be short and there's a lack of innovation. Gotta figure out what's going on. All of those things. Are signs of an employee or even a team that is disengaged
s has to do with recognition,[:Everybody on the team has a bunch of responsibilities, and regardless of the normal operating rhythm, they are putting in a lot of effort. But if managers and leaders within the organization aren't doing a good job of recognizing good work, there's gonna be a problem where that effort starts to taper off because employees feel that they're not being heard.
So it's. Critical that busy HR teams and busy leaders communicate appreciation often, there needs to be a dialogue culture. There needs to be a regular communication cadence and an open door policy that helps employees feel heard, and that will keep them dialed in to the task at hand.
[:One of the other things to consider when you're thinking about growth opportunities, you also need to be honest that. Maybe the type of growth that the person on your team is looking for doesn't exist within the organization. So you need to have that sort of relationship too, where you can have that conversation and say, Hey, we might be at a spot where our ability to provide you the growth that you're looking for isn't going to be there.
So how can we help you? Find [:And that's gonna go a long way in helping employees feel valued.
One of the key reasons why morale shifts within organizations and within teams and individuals is that they might be burnt out.
You need to encourage them to take time off. You need to encourage vacations. You need to set boundaries and make sure that you're leading and modeling the expected behavior that contributes to that sense of wellbeing, and that contributes to them feeling valued within the organization. Last, but certainly not least, if you want.
are as an organization. The [:Outperform organizations that don't in many different dimensions. So you need to make sure that your team is representative of the communities and the world that you serve. As. Members of a busy HR team, or as a leader who wants to make sure that the team is feeling valued and is operating at a high level, you've got to put these steps into play so that you're getting the most out of each individual person on the team.
l is to build a culture that [:You have to empower your managers to do the things that are necessary to keep their employees engaged. And when both of those things come together, you build an elite organization.
