Earn Loyalty Among Employees in 4 Easy Ways

Employees aren’t as loyal to companies as they used to be.

Consider: 32% of employers said they’ve come to expect workers to job hop, according to a recent CareerBuilder survey.

Other studies show that, each year, the average company loses between 20% to 50% of its base of employees, according to The Wharton School of the University of Pennsylvania.

The good news: Superhero managers like yourself can do a lot to earn loyalty among employees and stem the tide of defections to the dark side.

Workers nowadays are often more loyal to their managers and co-workers than to the company, according to one Wharton management expert.

And that relationship with managers can make a big difference in productivity, retention and overall employee engagement.

Here are four ways superhero managers can earn trust and loyalty among employees:

Be a good communicator

Every good relationship is built on solid communication. The same goes with relationships with your employees.

Be transparent about what’s going on at your company. You want to be discreet, but you also don’t want to hide the company’s challenges from employees. It’s either that or they hear the worst-case scenarios through the grapevine from workplace villains.

Communication is also a two-way street. Give clear expectations and instructions to your troops, but also listen for their feedback and put it in action when you can.

Good communication with employees builds trust, which leads to more loyalty.

Avoid micromanagement

You want the job done right. But where’s the line between being hands-on and being the dreaded micromanager?

Keeping workers on a short leash stunts their growth and development. And some managers aren’t even aware they’re doing it.

Let go of the need to control and trust that employees will get the job done. If they don’t, you can deal with it later with more training or constructive feedback.

The point is to guide workers along the way, letting them go through the process of figuring out your instructions and learning the ropes.

No one likes working for a micromanager. And it’s a sure-fire way to break down trust between you and your employees.

Provide training opportunities

Thirty-five percent of Millennial workers consider comprehensive training as a top benefit they’d want from a company, according to a recent PricewaterhouseCoopers survey.

Yet, many companies don’t invest enough in training, fearing employees will leave anyway.

Let your upper management know: Training is an investment that your employees will appreciate, and it’ll bolster their loyalty.

We at headquarters, for instance, relish the fact that our company allows us to travel to conferences for professional development.

It’s a perk that helps the company and keeps us engaged.

Investing in training lets employees know you value them, and also gives them superpowers that can help your firm.

Recognize good work

Recognizing employees for doing a good job isn’t rocket science. However, with so much on your plate, you may miss out on opportunities to do so.

Make it a point to recognize a job well done. It goes a long way to making employees feel appreciated – which also builds trust and loyalty.

Recognition doesn’t have to be outlandish, either.

An employee of the month award, a pizza party for meeting a team goal or simply pointing out a good job are all simple ways to boost employees’ spirits.

These are just a few of the ways superhero managers can build up loyalty among their employees. When you gain loyalty through solid communication, recognition, providing training and avoiding the evils of micromanagement, you’ll have a much better chance of fending off negativity and workplace villains.

What are some ways you’ve built loyalty with your employees? Let us know in the comments section.

6 Personality Types Your Office Doesn’t Need

Even with superpowers, you’re not going to get along with everyone.

Certain people just rub others the wrong way. And unfortunately, in a work environment, this can make for an unproductive team. So it’s a good idea to use those superhuman abilities to weed out the weaklings and troublemakers.

Your office is your S.H.I.E.L.D., so channel your inner Nick Fury to determine who’s worthy of your organization.

You can do yourself a lot of favors during recruitment by knowing what personality types to avoid. [Read more…]

Spot the Bad Guys: 6 Signs It’s Time to Let an Employee Go

Superheroes in comic books and movies have it made: It’s easy to tell the good guys apart from the bad guys. Hint: The bad guys are usually the ones laughing maniacally in poorly-lit lairs.

Managers, on the other hand, have a tougher job. It’s not always easy to spot the villains and goons lurking in your department. Many of them have gotten good at blending in with the rest of the crowd – so good, in fact, that some of them may even be managers!

The good news: Every bad guy has a tell – and you don’t need X-ray vision to spot them. Here are six signs you’ve got a villain-in-the-making on your hands who needs to be let go. [Read more…]

Giant egos jeopardize your deadline: What to do?

Despite best-laid plans, project is in trouble

Teamwork across departments is essential in today’s organizations.

But getting people from different areas to work together, particularly when you have only minimal authority over them can be tricky.

That’s the situation Sarah Friel faced when one of her rising stars got trapped in an interdepartmental crossfire. [Read more…]

When to tell whiners ‘enough is enough’

Whiner from another department is driving good employees nuts

For some folks, whining is the national pastime.

It makes no difference how well things are going, they always have a gripe.

Obviously, whiners can poison the well. But even in a place where employees generally ignore the whiner, it can still disrupt productivity.

That’s the situation manager Susan Baker found herself in when a whiner was driving one of her good employees to distraction. [Read more…]

Good Worker; Toxic Employee: What to do?

One toxic employee can crush the morale of a whole staff

Toxic employees negatively impact morale and productivity more than you may think.

Every day their behavior wears you – and your employees – down just a little bit more.

Their nitpicking, controlling and self-centered behavior ultimately can send stress levels soaring, says recent research.

And the problem is widespread. More than 87% of employees say they’ve worked with toxic employees at one time or another. [Read more…]

When one bad attitude chips away at morale

Will negative employee unravel ‘can-do’ work culture?

Teamwork is a critical component of successful organizations.

A culture where folks willingly jump in to help each other and do their part makes for terrific morale.

But one sourpuss can undermine a team and derail productivity and morale. [Read more…]

Employees who complain too much: Get ’em back on track

No matter what manager did, employee was never happy

Motivating a staff is a daily challenge – particularly when you’re running a lean operation.

And one whiner makes it harder. Not only do managers have to spend valuable time on the whiner’s complaint, the negativity can infect the whole team. [Read more…]

Negative Nellies: Confront them, isolate them or cut them loose?

Tired of whining and complaining

Left unchecked, negativity can poison the workplace and undermine productivity.

Veteran employees generally dismiss the rantings of a single negative co-worker, but new hires can be very vulnerable.

That’s the situation manager Amy Colton faced when one of her bright new hires was getting dragged down by a co-worker’s negative comments. [Read more…]

Managing Employees from Hell: Keys to Dealing with the Evil Ones

Every manager has at least one difficult employee – the one who crushes the morale of all who cross their path.

There’s no silver bullet for dealing with these employees from hell – but there are proven ways to minimize their negative impact.

Here are 4 common varieties from “The Underworld” – and how to handle them: [Read more…]