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.
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.