In order to engage employees in the work routine, analysis and planning are essential for companies to check how the organizational environment and the relationship with and among their employees is going.
In this process, asking some of these questions can be effective in resolving internal conflicts:
1) Do you offer growth opportunities to your employees?
Providing and even encouraging your team in their personal growth while performing tasks will leave them motivated.
They will be instigated to go further, and consequently their productivity will be greater. Empower your employees, allow them to perfect their skills.
2) Do you promote meaningful feedbacks often?
Receiving positive feedback is very good and motivating, but when that feedback is negative, you need to know how to do it.
But remember that your employee needs to know how your income is, and if you can show yourself a manager who gives feedback because you care, they will be accepted more and more positively.
3) Do your employees get on well with their directors?
Directors need to be attentive to their employees, and truly empathic.
Every work team wants to be valued and have a good relationship with their managers, but much depends on how they treat and position them. Seeking to know them can help reduce employee turnover and retain talent who only expect dialogue and good relationships within the company.
4) Would your employees recommend your company as a place to work?
Would your employees tell your friends or family how it's worth working for your company?
If there are those who say no, seek out the reasons why your employee does not recommend your organization as a good place to work. Make it clear to him that your voice can be heard and, more than that, you want to hear his opinions. Besides being able to improve the organizational environment, your collaborator can feel like part of the company.
5) Does everyone get along in your company?
Spend the day working alongside people you love and still motivate you to grow: this undoubtedly increases the engagement of your employees and retention of talent.
A survey shows that only 17% of employees get recognition from their colleagues, compared to 31% of managers. Provide a work environment where your employees are motivated and motivated to motivate each other, bringing them a culture of recognition, where one praises and helps the other develop.
Small to large business managers must be aware of the organizational environment in which they are inserted and the culture that is being created in the workplace, after all, this may affect the results that the company seeks to achieve.
So if you want to be aware also of the mistakes that may already be hurting your company and you do not know, read our post and see how to identify them!