The 3 things you should consider

Companies work hard to hire people who will fit into their organization’s culture. They look for candidates who will display the values and even the insights of the business. But over time, the enthusiasm of the ones they hire might begin to dull. They don’t seem as motivated as when they were initially brought on board and their creativity is lackluster at best.

Your organization’s growth is dependent on employee loyalty. Your investment in your employees – including time, training and financial – is with the aim of keeping them for the long haul. When a competitor woos them away from you or they “move on” to other opportunities, your company is at a disadvantage. You have to start over to fill that empty space. Time is lost, production is mediocre, and your attention deviates from your overall purpose.

Employees exit for various reasons, such as life changes or relocation. However, if you notice a disparaging trend in your retention rate, it’s possible your employees do not feel valued in your company. If their efforts go unnoticed, they do not see opportunity for advancement within the company, or they sense they are a number in your business as opposed to a human being, the talent you worked hard to attract will leave you in the dust.

If your business is in the process of hiring talent, or you would like to use the talent you already have to increase productivity in your company, here are three things you want to think about.

1. Employees and their strengths

What does your company stand for? What are its goals? What do you hope to achieve one year from now? Five years from now? How has it evolved over the years? Are you still keeping in harmony with your company’s core values?

Employees have their own strengths, whether they’re related to their skills, experience or even their personality. Recognize where your individual employees fit into the picture. Are you using them to the full? Do you currently have them in positions that do not require their skills at full capacity? If so, can that be changed?

Sometimes a bit of reorganization is required. If you have someone working in sales, but she has excellent ideas when it comes to marketing your product, sales might not be the best fit for this employee. On the other hand, if you have someone who is outgoing and knowledgeable about your product, he might be more useful in the sales department.

The only way you’re going to be able to fit your employees where they would work best is to know the answers to the above questions. When in doubt…

2. Talk to your employees

Start asking them where they think their talents will be better used. What do they like to do? Where do they see the company in five years and how do they perceive themselves fitting into the picture of growth?

Start assigning them projects they want, even if you aren’t confident in their ability to fulfill it. You might be surprised with their talents and more apt to give them various projects according to their skills. At the very least, have them assist someone on that project.

Assigning projects employees request means that they are passionate and excited about the idea. Passion sets us up to try hard, explore ideas and keep a positive outlook. That kind of excitement is solid and will make mundane tasks seem not as daunting.

When you talk with your employees, pay attention to what they tell you, but even more so, what they aren’t telling you. Make sure you put them at ease so they won’t express what they think you want to hear, but they’ll instead be open and feel free to express their own creative ideas.

Recognize their abilities and ask to see more. Try to offer them projects that will help them expand on those talents.

3. Give them a raise

Everyone wants to know he/she is appreciated. One way we look for acknowledgement is that coveted raise, and not just the three percent raise that’s the yearly standard following an employee review.

Not all employees are focused solely on the payout. Working in a quality environment, for a company with a strong culture, creates a positive atmosphere. Employees want to be happy in their job and in doing their work. If they aren’t happy, regardless of the paycheck, they’ll search for fulfillment elsewhere.

With that said, employees still need to be rewarded monetarily for their efforts. Otherwise, why bother with a paying job?

When employees do well on a project, or in their role, recognize that labor with a thank you. Then follow through with an increase in pay and/or a promotion. When employees realize their efforts and talents will garner them a bigger paycheck, they’ll be more apt to try harder.

Not only that, they will think beyond their assigned tasks and act upon their creative ideas. They will push themselves to be better than even they think they are as they strive for your praise and approval.

Make sure that opportunities for advancement within your company are well understood. Encourage your employees to reach out for these new roles. As they move around the organization, they become a valuable commodity because they gain experience and the trust of their managers and co-workers. The more your employee invests himself in your company, the less likely he will walk away.

Start thinking about your current employees, or incoming new talent, and figure out where they’ll fit the best. Vary their responsibilities to be suitable with their skills and talents. You’ll have happier employees because they’re doing what they’re good at.

Your ability to recognize and use the talent you’re surrounded with will also help you increase morale and your overall profit.

Want updates and more news and tips for workplace communication? Follow J.M. Lacey Communications on Facebook. It’s frequently updated!