Far too often, promotion processes are ambiguous and subjective. Demystifying this process and clarifying what criteria need to be met to be promoted helps prevent employee frustration and limits any sense of secrecy or favoritism. Establish standards, expectations and tangible steps for advancement.
When thinking about your employees, ask yourself, “Do they feel valued?” If not, how can you convince them of their value? Realign with the larger company mission and communicate each person’s role in that broader vision. Say “thank you” often and create an open forum for genuine, honest feedback.
Get creative about your employees’ physical space at work and emphasize the importance of taking breaks. Maybe examine ways you can provide new incentives or rewards to keep your workers feeling appreciated and motivated. Be clear about your expectations for good performance and promotion.
Motivated employees are more aware of the intrinsic value they bring to work. Therefore, they’re more likely to work hard and work well. Demonstrating strong leadership and convincing them of their inherent value will increase their motivation and drive improved, sustainable workforce performance.