A recent survey (Quantum and Limeade) found that when employees believe their employer cares about their well-being and they are appreciated, they are 38% more likely to recommend your company to a friend and 10 x less likely to get hostile in the workplace.
Wowsers. That’s a big boost for simply showing you care about your team.
Love is indeed all around us
And not in a weird way either. There’s not a person I’ve managed who doesn’t like it when you show you care: when you recognise that their job is important, you are thereby showing that you think that they are important too.
In almost all other aspects of our lives we recognise this (it’s only a fool who forgets to thank their loved ones more than once when they do something to help you), but sometimes we leave behind things we would normally do by default in our ‘real life’ when we swipe that access card or switch the computer on.
Promoting wellbeing is not just about providing dental
Whilst the idea of ‘wellbeing’ normally conjurs up ideas of a more medical of practices, the truth is that a happy healthy team is one where all feel they are wanted. Sure, providing private medical cover has become a staple for many corporates in the UK with many of them offering it to their teams, however there are other ways in which to look after your team that don’t require an underwritten excess.
So how do you show you care in the workplace without coming across as insincere?
- Say thank you when someone does a great job: every time this tops the list. Every. Time.
- Listen to them: most people naturally have a slight initial aversion to receiving ‘constructive feedback’, however those close to you and – crucially – to your customers may well have suggestions on how do things better which you will never get to hear if you don’t give people the chance.
- Spend time with them: you don’t need to workshop or provide counselling every time you sit down with them, but make sure you give your team regular time to catch up with and the opportunity to talk to you
- Let them know what’s going on: if people ‘know’, they feel involved. If people feel involved, they are feeling the magic.
- Give people autonomy in their role: less micro-managing makes people feel less stressed.Instead, give them clear direction and then support and autonomy to get on with what you’ve asked for.
- Note the little things: remember their kids/ partners/ dogs names and ask after them. If you think it’s not important, think about the last time someone you knew remembered something you had told them earlier about your plans/ family etc. I used to think that the talent I have for remembering these type of things was almost totally useless ( I’d like to add at this point that this is countered by being able to have a total lapse in memory for things like major deadlines!). But how wrong I’ve been proved.
As in ‘real’ life however, actions mean more than words, so go the extra mile by:
- Taking action on the suggestions your team has provided to show you’ve heard them: if you can’t address their concerns or suggestions, the action is to let them know why.
- Having policies that aren’t punitive but supportive: I know that paid sick or compassionate leave can seem like pouring money down the drain, but imagine how you would feel about a boss you had who deducted money from your pay packet when you’re unable to get out of bed? I exaggerate to prove a point.
- Having an employee recognition scheme whereby people can ‘thank’ others in the team – either at your team meetings or by an on-line recognition tool
- Give them spot rewards based on interests they have
- Giving them opportunities to develop and showcase their talents: it’s human nature to want to grow, so show them support and you will be rewarded tenfold
Showing you care doesn’t make you seem like a soft touch. It makes you a savvy leader.
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Photo Credit: I love you with all my Heart by Tim Hamiliton