Three Ways You May Accidentally Undervalue Your Staff

Executive leaders and CEOs may get lost in the demands of growing the business that the connection between management and employees gets lost – or worse, damaged. As employees seek rewarding career options that go beyond just the annual pay, investing in workplace relationships can be key to both attracting and retaining top talent. Reaching out to employees, especially in a rapidly-growing or large corporation can be challenging, however, according to lead CEO professional development consultants, here are the top three ways you may be unintentionally undervaluing your staff.

1.  You might be overlooking their differences

Your employees, at all levels, have a unique perspective that they can bring to the company. If you (or your department heads) never 1.) reach out to both encourage perspective and idea sharing or 2.) get to know what each team member can contribute, then you are sending a subconscious signal that they are replaceable. Your employees want to feel appreciated and, more importantly, recognized for the value they can bring to projects and business growth overall.

2.  You don’t know their strengths

All too often, executive leaders fall short in tapping into the strengths of their employees. When you are unaware of what each team member brings to the table and where their interests may lie, you will put people in positions that never tap into their full potential. For example, a customer service representative may have a strong graphic design background and be better suited in a marketing role where they can hone and expand their skill. The key is to connect with your employees to truly understand what strengths they have that can be beneficial to the company.

3.  You don’t give them a voice

When you make changes in operations or company policies, do you get employee feedback? How often do you ask employees to share their thoughts or ideas? Your employees are your biggest stakeholder. As the CEO you may be more likely to consult with your executive team to make strategic decisions, however, if you want these decisions to be implemented, you will need to generate employee buy-in. The most effective way to do this is by including employees in the decision-making process. This can be achieved by having regular brainstorming sessions or providing time for employees to voice their concerns, ideas, thoughts, or even ask questions.

Your employees, at all levels, have value and should be treated as such. I challenge you to see how you can increase your transparency and be more available to connect with and grow your relationship with your staff. This can be one of the smallest time investments but one that can change the course of your business. When your staff feels appreciated, heard, and important, the level of productivity will undoubtedly increase.

What are some ways that you make your staff feel valued? We’d love to hear what you’re doing in this regard on our Facebook page here.