How and why to make a plan to value employees – WAU
The time when wages were more important than health and well-being is gone! Developing a plan to value employees is important to preserve the quality of life of the professional, in addition to increasing the feeling of belonging on the part of the team.
If in the past stability and wages were crucial factors for staying in a job, today they can be worth very little when some points are not respected. Valuing employees is perhaps the most important of them.
Especially from the digital transformation, several social changes were responsible for changing the behavior – and worldview – not only of the worker, but of the human being in general. Therefore, companies needed to review their organizational culture and, consequently, the way to cultivate and preserve their talents.
In this post, you will understand the importance of promoting actions that really talk to your employee and make him feel accomplished enough to achieve incredible results.
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What is an employee appreciation plan?
A plan for valuing employees is the set of actions aimed at genuine development of your team. It goes beyond the traditional system of “reward” for labor, which is wages, and values resources capable of improving the quality of life not only within the work environment, but also outside it.
Why is he so important?
A study conducted in July 2019 by recruiting firm Randstad stated that 33% of professionals interviewed would quit or refuse possible job offers if one of the requirements was to wear formal clothes.
Research of this type has already been carried out around the world. This is the example of recruiter Robert Half, who says that 40% of the employees employed and 44% of the unemployed define that the main factor for choosing a company is the possibility of growth.
The salary is preferred by only 22% of the employees and 12% of the unemployed, showing that a good monetary amount is no longer the priority if there are no prospects for personal and professional development.
In addition, work-related disorders – such as Burnout – are increasingly discussed in the labor market.
The truth is simple: people are no longer so willing to abandon their quality of life, health and personal achievements in exchange for places that do not value them enough.
A lower salary can be seen as a better option, provided it is accompanied by a team that truly believes in the potential of its employees and offers enough support for them to develop.
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How to put this plan into practice?
Now that you have understood what a plan is for valuing employees and visualized the size of its importance, it is time to learn how to put it into practice!
Set goals and their respective bonuses
It is common for companies to cover a lot of employees, but when they achieve the results, they do not even show recognition and / or gratitude, which should be natural. After all, those people worked hard towards a common goal and were able to fulfill it with praise.
So it is essential structure the goals with intelligence. It is not enough to define the numbers and present them as “either you get over it, or you will be fired”. If done this way, it will be a matter of a few months before underperforming levels start to appear.
A good strategy is to link the goal plan to career plans. Structure – and make your team transparent – what the satisfactory numbers are and how to reach them. This will be positive not only for the company, but also for that person’s career.
Create a culture of feedback
Good feedback is perhaps one of the best ways to develop and retain talent. After all, nobody is perfect and knows everything. The human being can always improve, especially in the midst of the professional universe, which is full of daily changes.
In addition, people tend to become demotivated when they are not valued. The recognition of work is not the act of “feeding the ego” with various public acclaim, but rather showing that you care about that employee and his career – and that that person can count on his team to develop in fact, correcting negative points and further improving the positive ones.
Set up regular feedback meetings and structure how they will be given. Whenever possible, base yourself on facts that can be proven and be gentle in pointing out improvement issues.
Remember that feedback is a career building process for both the employee and the manager, not just a bunch of criticism and / or loose praise.
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Recognize individual achievements
In addition to feedback, which is a moment for two when there is an exchange of perceptions and career development plans, go further and acknowledge the achievements of those people.
Did the team hit that difficult sales target for the semester? Great! After all, work is a merit of all together, and each of the people involved in the project contributed to the success.
It is interesting, however, to go further and value each person who helped to build the result. Who – and how – was a major highlight in the period? What were the personal and professional characteristics of that person that made him do so well? How can other employees learn from it?
When individual achievements are recognized, know that you are not simply valuing a person. In addition to recognizing the efforts of those who shone in their roles, you encourage a culture of inspiration. Make sure that the rest of the team will mirror the positive qualities and will do their best to put them into practice as well.
Offer wellness benefits
In addition to benefits that directly influence professional performance, also think about the quality of life of the employee outside of work. Offer benefits such as Vale Cultura, flexible hours and discounts with clinics, services or restaurants, for example.
Remember that marketing can also – and should – be designed for your internal audience. These actions, which make up an endomarketing strategy, make all the difference in a plan for valuing employees.
It will only be a matter of time before the team starts to feel even more motivated to go to work and deliver results. The offer of a better quality of life reduces stress levels, allows people to better adapt their family routine to the day-to-day work, influences the performance of pleasurable activities and turns possible bad unforeseen into details only.
For example: a person woke up feeling very unwell. Sometimes, getting a little more sleep or having more time to drink coffee and get ready would be excellent.
If she needs to run to hit the spot religiously at 8 am, make sure the day will be much more unproductive and stressful.
You will hardly find a person on the market who has reached the peak of all the knowledge available in his area of expertise. In addition, the sense of staying in constant learning and updating helps a lot to make employees happy and motivated.
Therefore, offer training, courses, lectures and any other way of sharing knowledge that enriches the baggage of the people who form your team.
Developing strategies is not an easy task. Often it will be necessary to “face off” with other sectors, insist on what will be proposed and even rethink the company’s organizational culture. However, be sure that the results will be the best possible!
Now that you know how to make a plan to value employees, it’s time to learn even more about interesting processes that happen in companies! Know everything about the C2C business model and understand all its opportunities.