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Posted on Apr 4th 2019
Pay Pros Idaho: How to Support Employee Delight
For many years, companies all over the world have been focused on delighting their customers, providing experiences that deliver "great pleasure."
For customers, delight can be offered through customer service experiences, product and service quality, and even packaging.
But how does a business support the concept of delight when it comes to its employees?
Employee delight is achieved through a variety of factors, both personal and with the organization someone is employed with. While no company can ensure that every employee is delighted to come to work everyday, there are 3 simple practices you can implement to support employee delight.
1. Hire the Right People for the Right Roles
Offering a mentally challenging role to someone who simply wants to come in and check boxes off a list is a surefire way to create tension, frustration, and low morale.
Supporting employee delight starts with assigning the right responsibilities to the right people.
Employers that rush to make hiring decisions are often those that experience higher turnover and lower employee engagement. Taking the time to find the right fit is equally important to both the company and the new employee, as poor engagement and turnover impact both the organization and its customers.
2. Measure Employee Satisfaction
An employee's satisfaction is a critical aspect of their overall engagement and output. Failing to measure, understand, and support job satisfaction is a quick way to undermine an employee's relationship with your company.
This is not to say that every piece of employee feedback should result in a change on the company's end. It's rather a feedback loop that lets you know if you're hiring the right people and implementing the right practices.
3. Stay True to Your Company Culture
Some companies fall into the trap of trying too hard when it comes to pleasing their employees. Whether from a fear of losing top talent or appearing to be too hard on people, some companies operate with too much flexibility in time, roles, accountability, promotions, and raises.
If you're finding that you're bending over backwards to make your people happy, it may be a sign that your employees and your leadership team aren't on the same page.
Dig in and find out why to determine if your next best step is a culture adjustment or simply a separation from the wrong employees.