Corporations must intentionally support their employees. Here's how.

Updated: Oct 17, 2020

Good people will lead to good profit. Although you may find that statement to be loaded, the truth is - you need people that will fit into the hired role but also the organization's purpose and culture.

So how do you know whether you have the right people? Time. Simply put, you need time to determine whether there is a good fit. As a leader of an organization, what you can do is support and elevate the employees that you have in the mean time - continue to cultivate them. For example, I recall assisting a manager in a large, multi-chain grocery that learned that some of her team members were driving a culture of negativity and gossip. Ugh! When confronted, the team members did not have an honest, courageous conversation. Rather, they said that "everything was okay" even though the manager knew that this was not correct. My advice to her was, "reset the culture and give it time". As the leader of the team, she had the responsibility to reset the culture. How? Well, in her particular situation she could have had individual discussions, ensure that the employees felt safe enough to share and even if they didn't share, still restructure the culture. She also could have provided what her expectations were and reinforce them regularly. And in time, if it appeared that these individuals were not a good fit, she had the right to act accordingly.

When you continue to empower your workforce, you will quickly discover whether there is an issue that can be addressed or if there is simply a compatibility issue.

So, let's dig into the advice! Here are five ways to support and elevate your current workforce:

  1. Good Leadership. No one wants to be led astray. Organizations should invest in hiring people that are not only technically competent but also exhibit the best leadership skills. Those skills are: growth mindset, conflict resolution, good communication, etc. People like to tag these as "soft skills" but these are "life skills" - the skills that will stay with you and help you build and manage relationships regardless of the venue.

  2. In-House Community. Regardless of the size of your organization, your employees need community. Employees spend hours upon hours working with people that come from different walks of life. Creating affinity groups, such as Employee Resource Groups may help to keep employees engaged in the organization. Further, this is a great way to source good information on how to better your products and services.

  3. Quality Resources. In addition to a strong in-house community, giving employees the necessary resources that they need to excel at their work is key. Quality resources means: (1) good policies to help them manage life events such as Maternity Leave or Bereavement Leave and (2) good equipment and technology so that if they have to work virtually, they can do so without many hurdles.

  4. Training and Education. Everyone should be developing and growing. No one wants to stay stagnant, regardless of where they are on the food chain. A part of quality resources is education. Education can come in the form of trainings, discussions, white papers, etc. Ensuring that your workforce is properly trained and educated in their job and "life skills" will elevate their loyalty to the organization because the organization is properly investing in their futures and quality of life.

  5. Consistent Communication. Organizational leaders should communicate with their employees and do it often. When employees do not receive communication, they are left to their own devices and imaginations. Whispers fill the hallways (or now, the chat boxes), people gossip and good people update their resumes. Regularly communicating with your employees shows them that you respect them and that they are not just workers but are a part of the family.

What do you think about the above? Have I missed any other way to support employees? Comment below and be sure to share this.

Standing with you,

Elizabeth Go