7 Principles that Capitalize on Your Employee Investment

1.??? Employees are Valuable: Understand that it’s highly beneficial to view each employee as a contributor, a “co-owner.” Your employees believe in your company’s core values, mission statement, and statement of intent.

Make sure to give them the freedom to voice their opinions on policies and procedures, new ventures, problem-solving strategies, improvements and working out inefficiencies. Implementing this will make the company better for your clients, customers and your employees.

"Create Lasting Partnerships with Your Employees." - E. Nelson

2.??? Create Positive Culture, Foster Education: Concentrate on creating ways to help your employees operate at their fullest potential. Provide ways to learn and grow within your company. Develop your employees. Whether it’s through corporate trainings and/or courses on LinkedIn or other learning platforms. Partner with Universities to offer discounts for your employees to pursue furthering their education in majors that directly benefit your company.

Create your own “Brand University.” - E. Nelson

This is where your employees can learn about different business aspects (as it pertains to the industry and some proprietary information – create your own success model that sets your company apart from other companies). Use learning to make positive changes in your company’s dynamics and also to access risks with actionable solutions, metrics. Consequently, employees can use education to level-up, an opportunity that allots promotion.

Add courses based on employees’ point of view, whether it be a course on cultural competence and on DEI initiatives. Make these trainings interactive so your employees want to pay attention. [Some companies have a written DEI plan but no implementation – don’t just write them, implement them].

Offer incentives for completing new degree(s) and/or certification(s) that help employees improve their skills and add to their resume.

Investing in your employees is worth the time and money!

3.??? Give Them the Spotlight. Illuminate Achievements! Servant Leaders don’t mind sharing space! They’re not intimated by others’ success! In fact, they welcome their employees to far exceed their success! They don’t worry about other company’s stealing their employees because they create an atmosphere where loyalty is seen and heard.

"Loyalty goes a long way! Companies that practice loyalty conquer defeat and dissolve disloyalty" - E. Nelson

Pay your employees “top-dollar” (as competitive as the market is these days). Current and prospective employees want assurance, to know that they’re being paid comparative rates for their talents and abilities. Remember, Servant Leaders allows employees room to use said skills and abilities. Leaders reward them. Leaders affirm them.?

4.??? Continuously Promote. Why hire from outside when you have people at your disposal that hold great talent and great abilities to take your company to the next level? Don’t be quick to outsource. When you promote them, increase their pay!

"Reward them. Affirm them. Be inspirational." - E. Nelson

5.??? Practice Appreciation: it’s more than saying “thank you.” Show up with action! Do add additional benefit packages and perks to the roster. Improve and enhance. Go above and beyond to show appreciation.

?“Actions speak louder than words.” - Anonymous

Implement employee appreciation weeks (preferably once a quarter). Make those last for more than a day, make them a full week. Give out gift cards, offer free days off that don’t count against their allotted time off, per the employee handbook.

Be intentional! Employees can tell if you’re fake and have ulterior motives. Be selfless – a Servant Leadership principle. Show them that you care about more than just the bottom line. Ask about their families, share your experiences, share your likes and dislikes. Team-building. Don’t just be task-oriented. Include laughter. Make work fun!

"Conscious Curiosity is priceless!" - E. Nelson

6.??? Decision-Making Inclusiveness: Do what it takes to make sure that your employees are happy! Let them know that their thoughts matter.

"Allow employees to speak up and speak out!" - E. Nelson

Show them that their opinions matter by implementing their ideas. Give them responsibilities that teach leadership. Foster collaboration. Add focus groups. Use collaboration tools, invest in software. Use whiteboards. Get back to face to face conversations as to avoid long emails with information that provides less contact, less personality.

“Unilateral decision-making decrease employee participation while bilateral decision-making add necessary employee contribution.” – E. Nelson

7.??? Create or Enhance the Employee Performance Model (System):

Every employee must adequately understand their job duties and the expectations. Require Leadership to have monthly meetings with each employee.? Implement check-ins with your Leadership on their performance, too, throughout the year.

“Leaders must act and respond from stewardship and servitude” – E. Nelson

Take a proactive approach to these elements as to reduce negative performance reviews. Give surveys - ask employees how their managers are doing and ask what Leadership can do to make their experience better. Ask employees, from your perspective, what are we doing wrong? Follow this question with another one, “how can I make it better?”

Incorporate an employee recognition program whereby bonuses, gifts, and prizes are included. Reward systems are one of many things that causes an increase in employee production: input and output.

Rewards are a form of motivation (Maslow’s Hierarchy of Needs). They provide exhilaration. Employees are happier with reward systems. They’re excited to get up and put in effort. Rewards improve the employee retention rate and increase profitability.

“Servant Leaders want employees to operate at maximum capacity without burnout.” – E. Nelson