A point of view is precious; we let you imagine the value of their whole.
For managers, weaving quality, human, healthy, and long-lasting relationships with their employees is just as crucial as with their customers. Valuing one's team is a significant lever for company performance, and this is why it is necessary to be able to count on the investment of all employees. However, it is clear that over time, we often witness the disengagement of many employees as a result of what they see as a lack of recognition. Therefore, it is essential to send strong signals of trust, showing the importance given to its human resources.
Moreover, isn't it important to remember that salary is not the only source of recognition? Fortunately, there are other ways to value your teams, and you may have already noticed this with the employees of generation X and Y.
1/ Why is it important to value your employees?
Employees are the heart of the company. Without them, it is impossible to move forward. They are capitalizing on human relations and encouraging the development of each individual while ensuring cohesion and collective intelligence in the service of common objectives is therefore essential.
The development of employees and the resulting cohesion have several implications, which create a performance for the company:
- Motivate: An employee whose skills are recognized actively contributes to the company's development. He becomes a driving force and leads his colleagues in his wake.
- Involve: A valued employee is always more involved in the mission entrusted to him, giving more meaning to their actions.
- Empower: Valuing the employee facilitates the latter's natural decision-making. The company is the ultimate beneficiary of this proactive approach.
- Encourage personal development: An employee who is fulfilled at work is more diligent, productive, and loyal to the company. A recognition that makes them an ambassador
2/ How to value your employees
If valorization must never be free (we are not talking here only about the economic dimension), it must be regular and subject to a real strategy. The objective is to show the employee that his or her action is necessary for the company's progress.
Indeed, recognition is probably the most frequently shared need in a company, from executors to management. For HR, it is a powerful lever of motivation and productivity that often requires few resources.
This is why recognition should not only be approached from an economic perspective. A Cadremploi-Deloitte study shows that 77% of employees and 70% of managers do not feel valued (this is even more obvious since the COVID crisis). The reason? Obsessed with salary, executives and managers under-exploit, ignore, or worse, are unaware of other sources of recognition. And yet, there are many of them! Here's an overview:
- Respond to expectations/needs: Granting benefits in relation to the employee's needs/expectations also allows the company to respond to its challenges. The employee becomes the driving force of the company (whatever his role/position).
- Develop skills and know-how: Training, new missions, or an international experience are all tools to accelerate the rise in skills and soft skills of the employee. It is proof of the company's consideration for its employee.
- Encourage autonomy: Allowing the matching of professional and personal projects of the employee is a way to boost his curiosity, his height, his adaptability, and therefore his ability to work independently.
As you can see, it is essential to place recognition at the heart of your managerial strategy. This strategy must be based on 4 pillars:
- The human aspect
- The achievement of objectives
The implementation of these actions generates an elevator effect. The employee who feels humanly valued systematically reciprocates... It is a significant employer brand enhancer!
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