You want to keep your employees loyal. How can you make them feel valued?

El reconocimiento es fundamental en la vida de los seres humanos, debemos celebrar los peque?os y grandes logros que se alcancen en el día a día. El líder debe determinar con los instrumentos de medición que se tengan establecidos, el logro de las metas y reconocer de la forma que a su equipo le haga feliz, como dice el artículo no a todos les hace feliz la misma manera de recibir aprecio y reconocimiento en el entorno laboral. Estas sencillas acciones incrementan la motivación y el amor hacia la organización.

It is important for the employees to know that their efforts are being valued and that their achievements are being highlighted both as members of a team and as individuals. It becomes the responsibility of not only the immediate supervisor but also the departmental head to be able to appreciate the contributions made by respective team members.? This turns out to be more than just a moment for employees; they tend to feel a sense of belonging in a group of people and are able to tap into their expertise.? This appreciation does not have to be grand; it can be highlighting their progress, quick thinking, or on-the-spot decision-making through a personal note, a public shoutout, or an email. The team may also make their day.

To foster loyalty, value your employees. Recognize their efforts, communicate openly, offer growth opportunities, ensure work-life balance, empower them, and foster a supportive environment. This cultivates commitment, engagement, and retention.

So here, to make my team feel valued and foster loyalty, I prioritize recognizing their achievements. This includes acknowledging their successes in staff meetings, through personalized notes or emails, or during the writing of their APAR. I also try to celebrate milestones such as work anniversaries or acknowledgement mail received from a parent for their exceptional work. Additionally, I encourage a culture of peer recognition where teachers can appreciate each other's contributions. These activities make my team of teachers feel valued and motivate them to continue striving for excellence for the betterment of the students.

As a school leader, I strongly believe in providing feedback and support to ensure my teachers feel valued and committed. I regularly offer constructive feedback on their teaching practices, recognizing their strengths and offering guidance for improvement. I follow an open-door policy and make myself available to listen to their concerns and provide resources or professional development opportunities to help them grow in their roles. By offering feedback and support, I try to tell my teachers that their professional development and well-being are important to me, fostering a sense of value and loyalty. After all Happy teachers mean Happy students :-)

Offering regular feedback and genuine support demonstrates a commitment to employees' growth and well-being, fostering a sense of belonging and value within the organization. It goes beyond mere acknowledgment, instilling confidence and trust in their abilities, which in turn cultivates loyalty and dedication to the company's mission and vision.

1. Be Transparent, share whatever happens in the organisation with them. Make them feel like they are important to the organisation. 2. Ask feedbacks from the employees, make them feel like they play an essential role in companies decision making. (Eg: Taking Quarterly Survey’s to know what the Employee think about the organisation and decision which made my organisation recently.) 3. Empower Employees, assign responsibilities and at the same time empower employees so that they can complete the responsibility with a sense of Accountability.

Decision making can be exhausting when you are a part of handling a large group of people. One of the ways to handle is to delegate tasks to the employees based on their area of expertise and to give them choice and voice on those tasks. Brainstorming with them and empowering them with authority to take decisions till a certain extent shows the level of trust the manager has on the. employees. This in gives employee the responsibility and sole ownership of the task at hand. There might be few mishaps initially but the manager has to support the employees to ensure that they can take up this task and more again in future projects.

Drawing from my experience in higher education leadership, involving staff in decision-making not only fosters a sense of ownership but also leverages diverse insights that can lead to innovative solutions. A practical approach I've found effective is the implementation of a "suggestion box" system—both physical and digital—where employees can anonymously submit ideas. This method has led to meaningful changes in our institution, from workflow improvements to new academic programs. It demonstrates that when employees see their ideas come to life, their commitment to the organization deepens, showcasing the direct link between involvement in decision-making and increased loyalty.

I'd add that facilitating cross-functional projects can be a unique avenue for growth. This approach allows employees to apply their skills in new contexts, promoting both personal and professional development. For instance, an academic staff member with a background in research methods could lead a project on improving student retention strategies. This not only diversifies their experience but also encourages innovation within the institution. Such opportunities signal to employees that their expertise is valued across the organization, further enhancing their loyalty and sense of belonging.

Las oportunidades de crecimiento y desarrollo son muy importantes dentro de la institución, puesto que crece el colaborador y este a su vez aporta nuevos conocimientos, motivación e innovación en su entorno profesional, lo que hace que se incremente la productividad. Estas oportunidades pueden darse por reconocimiento de saberes previos, apoyo para estudios superiores que complementen y fortalezcan las competencias de su área de influencia, movilidad interna dentro de la organización, apoyo para generación de nuevas e innovadoras ideas en el entorno institucional, ser escuchado y considerar sus ideas, entre otras.

Fostering employee loyalty entails prioritizing their growth through tailored learning opportunities such as workshops, coaching, and mentoring. These initiatives should be aligned with individual needs and goals, offering recognition and incentives for participation. By investing in their development, employees enhance their skills, preparing them for future challenges. This commitment demonstrates the organization's value for its employees, cultivating a sense of loyalty and dedication among the workforce.

As school leaders, it is imperative to recognise the power of empathy. I try to understand their personal and professional challenges and offer support and empathy when needed. I love to celebrate their successes, both big and small, and acknowledge the effort they put into their work whenever possible. I also try my best to create a positive work environment where teachers feel respected, included, and appreciated. My goal is to cultivate a strong sense of belonging and loyalty among my teachers by demonstrating care and compassion. And yes, we do get compliments from the visitors that ours looks like a happy school, and everyone carries smiles on their faces.

One of the most important factor in making sure the employees feel valued is the create the culture and workplace environment which promotes employee participation. A way of working where the employee can feel valued and communicate can make whole lot of difference in the mindset of employees. This in turn ensures productivity and efficiency of employees. Recognizing their success as well as supporting them to voice out the issues that they are facing makes all the difference. It does not take much to make an employee feel valued, but all it takes is consideration from management and the Team Leads to ensure a positive work environment promoting communication and collaboration

Read the Dream Manager by Matthew Kelly and apply the big idea. Which is ... Everyone on your staff has some kind of dream they are working to fulfill. It might be traveling somewhere interesting ... Or buying their first house ... Maybe getting out of debt ... Or publishing a book ... Get to know the personal side of your staff and what dreams are important to them. Now show interest and do what is in your control. Let's say one of your people wants to visit Australia. You are not able to fund a trip from the USA to Australia, but you can send articles, books, or just ask how planning for the trip is going. Or another employee wants to write a book and you are a published author. Share your insights and experience.

Conhe?a as necessidades e expectativas de cada funcionário para oferecer um ambiente de trabalho personalizado e valorizador.