Developing and maintaining high standards of employee respect and loyalty in the workplace is a common struggle that many HR Managers & Business Owners have to contend with all too often.
Identifying the issue is often easy. But it’s often left unaddressed which can be detrimental to your company's productivity. We’ve outlined some of the most common and practical ways to develop respect and loyalty within your company.
- Open Communication
- Supportive Environment
- Company Updates
- Outline Company Aims
- Recognise Employee Ambition & Potential
- Engage With The Invidivual, Not Just The Employee
- Don't Over Complicate things
Improving employee respect and loyalty is no quick task. But one way is to make staff feel part of a uniformed team. If you're stuck for time, why don't you grab our free workwear buying guide to read whilst you're on the go? Keep scrolling to read more in depth about the 8 ways to help.
One of the core principles of any business should be to operate with honesty and integrity, whether it be to clients, customers, or employees. An honest outlook with employees can not only aid communication but will also help streamline your company’s processes.
Offering constructive feedback and routes of progression for staff is a great way of helping develop respect in the business. By offering something actionable yet honest, it allows you to build trust and a certain level of openness with your employees and thus eliminating any negative workplace hierarchy that has slowly developed over time.
2. Open Communication
It’s common that communication begins to deteriorate when companies grow and are short on time . Communication often becomes less frequent as people aim to ensure their extra work is completed to ever tighter deadlines. However, the end result is that it often isolates departments whilst breaking down trust between employees and management.
Whilst growth is a good thing, discontent amongst your employees due to a drop in communication is not. But it’s something easily avoided.
Consider the implementation of dedicated Points of Contact who employees can voice any concerns or feedback to, allowing an employee to feel listened to and avoiding any unnecessary build-up of workplace stress.
By assigning a dedicated point of contact for each employee, it can allow for employees to voice what they might not otherwise, as it offers a certain degree of privacy. Allowing concerns to be voiced anonymously is a clear indication of trust from your leadership.
However, it’s common companies don’t often have someone adequately trained or qualified to deal with these kinds of issues effectively. In that case, the implementation of Project Management Software such as Trello or Basecamp, can be hugely beneficial for communication. These kinds of software allow employees to see exactly what each other are working on, see their schedules, and allows for employees to interact when they are not directly in the workplace.
Through accepting criticism and feedback on your own management, it will make it much easier for employees to take your concerns/feedback onboard in the long term, as a token of mutual respect.
3. Supportive Environment
By offering a supportive environment, employees can work more comfortably without the fear of making a mistake. This encourages experimentation and allows staff to push themselves.
With the reassurance that their managers will help employees learn from their mistakes, it will develop and strengthen the respect between manager and employee.
There’s various ways you can tackle this, one of which is via amendments to your company culture. Consider implementing reward schemes, not only for the best performers within your company, but “Tried The Most Daring Initiative” or “The Unsung Hero Award”, for example. These kinds of accolades not only reward employees, but recognise their ambition rather than their failures.
This kind of support inspires your employees and encourages innovation, allowing you to keep your practices fresh. As a result, employees will be further engaged and loyal toyour company.
4. Company Updates
Company Involvement doesn’t have to be a case of holding weekly board meetings on progression concerning everyone, from HR Managers to Janitors, it can be as little as one email highlighting a new client coming on board.
This can be as simple as setting up an internal newsletter that details all new business, company achievements and new employee news.
This allows employees to be aware the company is constantly moving forward and that they are part of something bigger than just their own role, but more importantly, something successful too.
In doing so, you’ll eliminate any unnecessary employee worries over job security and employees will happily commit their loyalty to the company’s future. Not only that, but it’ll develop internal respect and team unity between employees as it highlights everyone else’s work to get the company to where it is - not just their own work.
Employees don’t always need to know the precise facts and figures (unless that’s their job), but offering your employees a sense of achievement and something to build upon can reignite any lost flames when it comes to work ethic.
5. Outline Company Aims
If company updates involves highlighting anything that’s happened, you can also look to include employees in what your company wants to happen. By telling employees what’s in quarterly reviews and forecasting, it can offer a sense of direction for employees to work towards and help them realise where they can make greater strides to directly/indirectly achieve these aims.
Employees will respect the opportunity to not only be involved, but can also give informed second opinions on what’s achievable from their perspective.
6. Recognise Employee Ambition & Potential
Recognition is one of the key drivers of respect and loyalty. Fail to recognise your employee’s efforts or accomplishments, whether it be on a personal or professional level, and it could lead to employee’s not feeling valued or appreciated. This often leads to employees looking elsewhere for job opportunities.
Look past the employee uniform and recognise each employee’s differing potential and ambition. This can be as simple as asking for employees to email what they accomplished within a day or week. It will allow you to get a greater understanding of what’s going on across your company on a daily basis and allow you to separate the high performers from the average.
It will also offer you opportunities to reallocate roles and responsibility to unlock potential and turn those average employees into high performers. And you will also be able to give personal feedback and congratulations.
7. Engage With The Person, Not Just The Employee
Granted, there’s often not enough time to interact with every employee on a social level everyday, it can even be difficult to maintain that once a week depending on the size of your business. However, it’s important the principle is carried out and can restore any doubts over employee loyalty to your business, as you’re taking strides to implement a lively company culture.
Whilst it’s difficult to make time for these kind of events within office hours, there’s the possibility of holding an event on a weekend or after office hours (if it’s a short one). These events can be as simple as visiting a local restaurant or a field day out for team-building purposes. The inclusion of souvenirs such as event printed hoodies detailing “X Company’s Day Out 2016” can help employees feel appreciated whilst crafting a lively company culture that appeals to any potential onlookers (it will also look great for future marketing efforts).
8. Don’t Over Complicate Things
It’s important to continually develop both respect and loyalty in order to retain employees, boost engagement and productivity, and maintain company targets.
If you’re looking to further unify your workforce and eliminate any unnecessary workplace hierarchies, it can really be as simple as refreshing your outlook on your employees. It can even be as simple as communicating a new message to your employees, via an updated company mission statement or even a slight refresh to your employee uniform.
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