In last week’s blog, we discussed the rising tide of employee turnover straining an already delicate economy. One key Gallup quote that should haunt all of us is, “Fifty-two percent of voluntarily exiting employees said their manager or organization could have done something to prevent them from leaving their job.” As we mentioned last week, businesses can’t afford to let problems like The Great Resignation, pressures of the pandemic, or complacency cost them their best employees. So, what can we do to make sure your employees don’t end up becoming another statistic?
Shep Hyken tells us that we need to follow what leadership expert Tim Durkin calls The Three-N Strategy: “if you want to keep great employees, you must make them feel needed, noticed and known.” This is a method in which to keep employees engaged and feeling fulfilled by their work. As he explains further, “The No. 1 reason employees leave does not have to do with what they are paid. It’s because they are not appreciated.”
As such, the Three-Ns are about positive feedback. Let’s consider each of these:
Needed
As Hyken notes, “Everyone wants to feel needed. They want to know they are contributing to their team and their company in a positive way.” Consider how you might convey the importance of the work your employees do for the company. Why are their jobs important? Why does their hard work matter? How do their contributions fit into the larger puzzle and ensure others are able to do their jobs? How might you acknowledge their individual importance?
Noticed
Speaking of acknowledgement, Hyken asks, “Do you notice the good work your employees are doing? If so, tell them!” That means paying attention to the individual efforts of your employees so that they feel like more than cogs in the machine. Employees who feel like cogs feel replaceable and unvalued. Think about the list of responsibilities that each member of your staff has, and remember to spotlight when they do their work well—or even when they’re just working hard. These are tough times for everyone, so remaining undistracted and focused on work is an achievement.
Known
As Hyken admits, “Okay, the last word doesn’t start with an N, but it sounds like it does.” He mentions a friend of his who had been working at a company for almost a year when the CEO called him up one day just to have a conversation: “That night he told me he couldn’t believe that the CEO knew who he was. They had never talked before. After working for a year at the company, he came away with a renewed energy for his job.” Perhaps your organization isn’t so large that its leader is unfamiliar to the staff, but the point remains: do the people in charge know their employees? Do you take the time to have an occasional chat, to see them as more than just people who work at the business? Being personable with each employee is a great way to let them know you care.
This all matters because, as Hyken muses, “if you have the right culture and treat your employees in such a way that they never want to find another job, they will treat customers […] the same way.” A fulfilled workforce is a happy and loyal one that will work hard to ensure customers feel the same way. That’s how you guarantee long-term success.
So, how do your employees feel about their jobs? How are they coping with the stresses of everyday life combined with their occupational responsibilities? One way to find out is to use a tool like an employee feedback survey, which is something we at The Brandt Group specialize in. We have tools for capturing honest opinions (anonymously, if you prefer) that can give you a real sense of how good your staff feels. We’ll ask questions about how well they believe they’re supported by their managers and each other, what they think of your company’s mission statement, and what they believe needs improvement. Honesty is the key to any healthy relationship, so it’s important you encourage that honesty with your staff. Reach out today, and let’s make sure each and every employee of yours feels needed, noticed, and known.
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