Can You Keep Your Employees Interests At Heart? Here’s How

At one point, your business was probably just the story you, yourself and what you do for it. After all, most small businesses start from a laptop, one person with passion and drive to succeed. But, of course, like many businesses that start off as one person, they move on to be so much more and that can often mean that you take on staff to help you get your business where you need it to be. So what can you do to make sure your employees interests are at the heart of what you do? I thought I would share with you some ideas.

Ensuring you have a health and safety policy in place

One of the first things to think about is the welfare of your employees. When they attend work, they expect to be kept safe and to have the ideal environment to work in, and this goes for your business as well as other staff they are working with. So a decent health and safety document such as a swms is important to help you take into account all of the aspects of having people work for you. You can then ensure that the equipment is used safely, the environment is what it should be, and you can be assured that you have done what you can.

Discussing performance and target reviews

The next thing to think about would be targets you have for your employees, especially in a sales environment, and also discussing that and their performance regularly. People like to hear when they are doing a good job, and equally want to know where they are at in terms of their development. After all, it effects them personally as well as the business. Having regular catch ups with your staff can keep you and them in the loop of exactly where things are going.

Taking time out to listen

Listening to your staff is just as important as you voicing to them what you want them to be doing. Listening to suggestions people may have, critique on things or even paise, it can all go a loving way. Listening to people can also help them to feel valued and part of the team, which in turn can boost morale and motivation within the workplace. Listening can be formed as part of a conversation, a group discussion or in a big meeting, but try and do more of it as it could really highlight some aspects of the business that you may not have considered.

Could you encourage business and career progression?

Finally, employees like to feel valued and you may find that you have some people who are ambitious and want to get ahead. Discussing career progression means that you could encourage them to improve and do better personally, which in turn boosts your business and your structure. No business wants high staff turnover, so having plans in place to help guide your employees in terms of their own personal development and career could be a step in the right direction.

I hope that these suggestions help you keep your employees best interests at heart.


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