How will this job help me to survive and thrive – WHY should work here?
How can I be successful here – HOW does my employer want me to work?
The goal is to make your staff the hero of the story. You need to be staff-centred in every communication and focus on aspects of employment that are centred around your employees’ own survival and ability to do well in the world.
A formula for clear communication
All communication needs to answer staff questions france rcs data surrounding what they want, what problem. you’re helping them solve, and what life will look like while working for you. For example:
You will obtain any appropriate training and qualifications
You will hold esteem and clout amongst your peers (this helps younger employees particularly to feel more important as it shows they good future at your company)
You will have flexibility in terms of working hours and location
Stop answering questions they didn’t ask
Avoid discussing unnecessary information they don’t need or want to know about, for example:
Perks they don’t care about
Overloading with information that doesn’t pertain to them
Concentrating on people or things who were there before their time
Reaching for achievements from the past
And remember, money doesn’t compensate for poor leadership. One of the biggest pitfalls when it comes to staff engagement is assuming that simply giving employees a promotion will solve problems.
Improving staff engagement through increased clarity
Just as much as it’s about what you do say, it’s also what you don’t say. For example, when writing an email to staff members, write it in full, reread it, and take out what’s not needed. Focus on the highlights and top three objectives.
Then comes ownership and opportunities – this is a good way to flip mindsets. When you tell employees you believe in them and you’re ready to give them opportunities, you hit the middle tiers of Maslow’s hierarchy. By doing this, you build relationships with your employees, and demonstrate your trust in them.