Small business owners and leaders, I’d like to encourage you to put this item on your next company planning agenda: bringing more joy back to work.
With a tough twelve months behind us and a get back to business mindset ahead, many leaders are anxious to focus on productivity.
I urge you to not be short-sighted and think bigger.
How employees feel about their work (AKA their joy level) directly affects productivity and their thoughts on if they want to stay.
“In the end, no matter how many right things you do in HR or as a leader, it’s all about culture.”
One of the most influential business figures in my life said to me, “In the end, no matter how many right things you do in HR or as a leader, it’s all about culture.”
Guess what? Recruiters are after your best talent—now more than ever.
Do you have top talent whose joy increased during COVID-19, due to things like flexibility of schedule or no more long commutes every day?
Are you sure you want to make them give that up?
I challenge you to talk with employees about how they are feeling and what’s ahead. Reflect back on how they have felt about their work and their work life balance over the past year.
Many people have said to me, “OK, Mindy, I’ll conduct a survey.” This might be a good step one, but tread carefully.
How about something more personal that keeps the long-term in mind? Invest in an individual, reoccurring, one-on-one with each person that reports to you. Regular check-ins are a great way to keep conversations with those you lead moving forward, together.
THE STAY INTERVIEW
During your one to ones with employees, you can then focus on what we call the “Stay Interview.”
Periodically throughout each year, during your own one on ones, touch on how employees are feeling about their work, their goals, the company, etc.
Is everyone on the same page?
Are they feeling joy in their work?
Or, are you in jeopardy of losing them?
For me, I like to know ahead of time so I have a chance to course correct! That’s why at Inspiring HR, we recommend STAY Interviews as opposed to EXIT Interviews. You will have a hard time course correcting during an Exit Interview. By then, most employees have made up their minds and have already chosen to leave.
Culture impacts if people want to work for you, how productive they will be when hired, and if they will choose to stay. Your best talent choosing to stay is likely a key component of your business plans.
That’s why bringing joy to work should be a priority of your business agenda.
For more thoughts on and tips for Joy at Work, I encourage you to watch our video.
If you run a small business with even just a few employees on payroll, and want to learn how Inspiring HR uncomplicated HR and empowers small businesses, we would love to hear from you. Call us at (804) 715-1920 or visit our Contact page to schedule a conversation.