Happy employees matter. It is the happy people that go the extra mile, impact the culture and elevate the team to the next level. Happy employees make the difference between mildly successful and wildly successful.
You think, and want others to think, that you do care about the employees that work for you. But if you examine your actions- and this is where the rubber hits the road, Folks- are they in line with this thought or is it nothing more than lip service because you know that it the expectation?
Here are a few things that may help you determine if you truly care to impact your employee’s happiness:
1. Employees are people- not assets. You can’t act like people are things. As soon as you don’t consider feelings (I know it is almost innate in business people to want to divorce themselves from this “soft” stuff but it causes more problems than they are willing to admit), you are acting as if your employees are no different than a piece of equipment to be used by you and discarded when they have expended their usefulness to you that is how they will act. No one will be happy if they feel expendable. (Notice the repeated “you” in this section- it was not an accident. Whose interest comes first in your world?)
2. People need a vision– your employees will gladly pitch in to do whatever it is that needs done, IF they can see how their efforts will positively impact the direction of the company. Employees that have the feeling of belonging and being able to contribute to a common goal will happily do what it takes to ensure success and isn’t that what you want?
3. Trust is paramount to leadership success and good leaders are paramount to happy employees– Leaders, PLEASE listen closely…trust is the most valuable commodity you can ever hope to have, it takes time and effort to gain it and it can be downright elusive: do not jeopardize it for any reason. Once it is gone, it is gone and it will take more than a miracle to try to build that again. And guess what, you might not even realize that it is gone. Employees are NOT going to come up to you and tell you that they don’t trust you, period. So what can you do? While this is a topic big enough to fill several books, I can give you my bottom line, basic thought on it…be ”real” with your employees. You might think that employees believe the façade you have built, but I can guarantee with 100% certainty that they don’t. So… What is real? Tell the truth, keep your word, maintain a high ethical standard, never break the Golden Rule, admit when you are wrong and be transparent. People need to know what to expect from you and if you don’t offer that “real” you to them they will not trust you.
Happiness is not going to come to your employees because you buy doughnuts on Friday mornings or throw pizza parties on occasion. They will be happy if you treat them as valuable, unique individuals that you want to be part of the team. They need to know you care and that you have their back—and they will in turn have yours. When employees are happy, great things can happen. –Tony Hsieh. CEO Zappos
If you are shooting for higher productivity, look to psychology not policy. Productivity is the result of motivated employees. Motivated employees are not the result of policies….let me repeat that. Motivated employees are not the result of policies.
Managers worry about when employees come and go, when they take a break and for how long, how long they spend on the internet, and on and on. So their first instinct is to create a policy to limit what the employee can do. Sounds sensible, right? Hmmmm….I don’t think so.
To find out what really motivates employees, you need to have an understanding of motivational theories. Motivational theories are psychological understandings of what can inspire people to extend their abilities and to perform to the best of those talents.
There are many great theories out there and it is certainly worth the time and effort required to at least garner a basic knowledge of some of the most prominent. Maslow’s Hierarchy of Needs, Herzberg’s Two-factor Theory and Alderfer’s ERG Theory are three good ones to investigate.
You will find one theory after another out there and most have their merits. Bottom line is each will discuss what people need to be motivate in the workplace and most will discuss what can kill that motivation.
People want to feel trusted, they need to be able to express creativity, they want growth opportunities, they want what they give to their job to equal what they feel they get in return…not once will you hear that people want to inundated with rules, micromanaged and controlled. Yet, that is exactly what some policies do.
Now don’t misunderstand me, policies are necessary to run a smooth operation just as laws are necessary to have orderly neighborhoods. There is a line however, between laws for an orderly neighborhood and a military state where people are oppressed by the government. It is exactly the same with an organization and its policies- less can be more; more creativity, more trust, more loyalty and more productivity.
Understanding your employees and learning what motivates them will give you the productivity you are looking for without writing a single prohibitive policy. Give them a try!