5 Secrets to Better Employees

“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” – Richard Branson 

Want better employees? Of course you do! Nearly every company – no matter what the industry they are in – is searching for better employees to add to their team, to grow and sustain their company. They seem to never be able to find employees that can last, so they end up in this constant state of churn. 

Why? I think there are many reasons, but the underlying issue to all of the reasons is the employer. It is the hiring process, more specifically, the way the employer manages the hiring process when looking for employees. The system of hiring on skill and experience, then throwing monetary incentives to keep them is an archaic way that has lost its effectiveness some time ago. That is a system that has been proven to be nothing more than costly! 

These 5 secrets saved my companies from utter employee disaster, and allowed me to start making better employee choices and retain them longer. 

#1. Hire Based On Core Values 

In 2013, I went through a major hiring time. I hired around 50 men and women, and only retained three or four. At that time, I didn’t know why I was having so much trouble. I was hiring the most skilled, paying them above normal, and treated them very well. Still, they were not performing, and I was losing money through hiring, training, poor workmanship, and replacing. 

As I sat down to reflect on what was going on, I realized I was missing the important things I should have been hiring on – core values. I was trying to hire based on skill in a time when all the skilled employees were already hired. The way I was filtering my potential hires was the issue. I was looking for skill, but putting no weight on honesty, reliability, integrity, etc. If you start your hiring process by looking for those that possess the core values of your company, you can train the skill. When hiring, we want to train them in our company’s way, anyway, so why hire based on something you are going to change in them? 

#2. Set Clear Expectations 

When employers fail to set clear expectations of their employees from day one, the employer is setting the employee up to fail.

Too many times, the employers will give a rough outline of what the company does, and sometimes even varying deadlines, but nothing that the employee can hold themselves accountable to. Nothing the employee can be weighed against to determine if they are doing a good job or not. The worst part is, the employer ends up getting frustrated and angry at the employee, because they are not living up to the expectations the employer has!

When hiring your employees, prepare a clear set of company rules and behavioral expectations, and go over them with the new employee on Day One. As well, at the start of any tasks or projects, make sure you have production, quality, and timeline expectations set. Employees prefer this, as it provides them structure and a way to know if they are doing a good job or not. 

#3. Be Quick To Invest In Your Employees 

Many times, employers are afraid to invest in developing their employees because of fear. Fear that the employees will leave them for another company. Fear that employees will leave and start their own company. Just a fear that they will waste their money. This holds so many companies back from having absolutely exceptional employees, and holds so many employees back from being truly invested and caring about the company. 

When a company invests in their employees, the employees feel like they are valued, and in turn the employees will naturally want to work harder for that company. It is important to invest in training – company specific training, industry training, and personal development. Training employees goes a long way in their abilities on and off the job site.The opposite is also true – when a company refuses to invest in their employees, the employees feel unvalued, and this is when trouble starts. 

Finally, trust in your employees. Ever feel like all you are doing is putting out fires, and most of them are little things that you think your employees are more than capable of handling? They probably are, but somewhere down the line, you showed them a lack of trust and it is coming to a head. Quit being the firefighter, and start being the fire chief! 

Not investing into employees because of the fear of losing them holds so many companies back from having absolutely exceptional employees, and holds so many employees back from being truly invested and caring about the company.

#4. Recognize & Praise 

Why is it that employers think that money is ALL that is important to employees? I have heard employers complain so many times how they were overpaying an employee and gave them so many bonuses and benefits, and the employee still moved on. They are confused as to why. When I ask how they treated the employee, they would answer in a monetary way – “I treated them good, I paid them well.” 

What I have found is that employees – people – just want to feel appreciated. They want recognition and praise for the things they do and accomplish. Too many times, though, employers don’t recognize and praise, but rather criticize and belittle. 

Start recognizing your employees – not with money, but recognize the things they do well – recognize their value, recognize their accomplishments (both at work and personally)! Do the little things – parties, BBQ, lunch, in-house awards. Praise should be given quickly after an accomplishment, it should be personal, outlined in detail, and relevant at the time.

#5. Be Quick To Nurture, Not Fire 

How many times have you fired someone without giving them the opportunity to correct their attitude, behavior, or whatever it was that caused you to fire them in the first place? As well, how many times have you fired someone without at least showing them what it was that went wrong, and invested a bit of time with them to show them the right way?

Be quick to invest the time and energy into building up your employees. Don’t get me wrong, there are those people that you hire foolishly, and you know that no matter what you do, they are still going to be trouble. With the rest, you have the opportunity to not fire them, but nurture them into the best version of themselves. 

Hiring the right way is just as important as hiring the right person. As an employer, you are responsible for the people you hire, the culture you create, and the community they are all a part of. When you hire and maintain employees as discussed above, you will create employees that will work for you, your vision, and towards your mission. If you struggle with the hiring process, contact a DealeRisk team member today! Our Thrive Risk Management Hiring & Recruiting Package can help address your hiring woes and take your company to new heights!