We’ve all been there, exploring a city, looking for a place to eat. One pizza place has a 30 minute wait, with a bustling line of hungry patrons, shoulder to shoulder, clamoring for their slice. Employees are busy but engaged, energized to deliver a product they’re proud of to satisfied customers.
Next to it is another pizza establishment, fluorescent lights illuminating how desolate it is, bored employees texting on their phones, or wiping down the counter, staring through the windows while their ovens remain on but empty.
No matter how famished you may be, you want to get in line to try the sought after pie.
Ideally, our organizations should operate similarly! Unfortunately, not everything is as universally tempting as a delicious, oven baked mixture of carefully curated sauce, dough and cheese… It’s, you know, software sales or something. So, how in the world do we get people to line up to join that team?
To make employees line up to work for you, it is important to align workers’ job functions and projects with the overall company goals, mission, vision, and values. This creates a sense of purpose and connection for employees, making them feel inspired and empowered.
Communicating expectations and tying them to larger organizational objectives can motivate employees to work towards common goals. Additionally, providing opportunities for growth, recognition, and a positive work environment can further encourage employees to want to work for your company.
Showing authenticity, vulnerability, and empathy, as well as building personal connections with employees, can foster trust, loyalty, and a positive work environment. Offering opportunities for professional development and advancement, creating a positive work culture, and demonstrating that you value and trust your employees are also key factors in attracting and retaining top talent.
How are people getting the most out of their leaders? Here’s a starting checklist:
1. Communicate honestly and openly about expectations and concerns. Keep the chat alive.
2. Provide feedback, acknowledge improvements.
3. Set clear goals that are achievable.
4. Be interested in the professional development, advancement and growth opportunities for everyone on your team.
5. Show support and loyalty while also holding people accountable for actions and decision making.
6. Learn about the interests and unique skill sets offered from each team member.
7. Start with a can-do attitude.
8. Be open and adaptable to change – provide an opportunity to hear out each voice. Create a culture of open dialogue and trust.
9. Appreciate the efforts and contributions, while providing ample recognition and support.
10. Lead by example, living your organization’s values, purpose. Inspire teammates to do their best work and achieve the best versions of themselves.
