Written By: Hannah Stickford
Think back to when you played a sport or were involved in a club. In these clubs or teams, everyone is somehow involved. They all have an essential role in helping the team or club meet their goal. Have you ever noticed what happens when only specific people are recognized, or no one is recognized at all? Unrecognized contributors start to back off and the team suffers as a whole – they show up, but because they know they aren’t valued in their role, they don’t give their best. They do the opposite; they share their worst.
Why? Well, why give your best to something or someone not providing any validation of how what you’re doing matters? This is why validating your team is essential to your business and company culture. Validation matters, right?
Let’s start with newly hired employees. Your goal as an employer is to make sure employees feel welcomed and supported in their new roles. No one likes to walk into a new building without knowing where they are going or who to talk to. Making a new employee immediately feel as though they are a part of the team can be as simple as giving a personalized new hire kit with company-branded items. Another idea is to give new company-branded merchandise they can wear to work and feel confident in. The most important thing is to make them feel welcomed and included from day one with your business. These simple steps will help you keep your new hires from leaving.
Okay, now for your existing team of employees who have stuck with you through thick and thin – But why validate their skills and accomplishments? Good question. You shouldn’t have just now started implementing this form of engagement; employee recognition, support, and validation should have been there consistently.
Fortunately, there is no better time than the present! Your current team needs just as much support as any new hire you get. So, here are a few things to keep in mind when trying to validate your team. First, check-in with your employees regularly. This will help establish a relationship and affirm you are there to help them. Second, make time to review what your employees, individually, have accomplished and reward them for it. This shows them you care about what they are doing and validating what they do is essential. Lastly, try public employee recognition. This type of acknowledgment of their hard work can go a long way in building individual confidence on the organizational level in which their peers and leadership are now privy to the accomplishment(s).
You might be thinking at this point, “okay, but why does this affect me or my business?”
Simple answer: If your employees aren’t happy, your clients aren’t satisfied. This starts a negative domino effect. Employee resigns, clients leave, sales decline, etc. I think you can see where this is going. Ultimately, your employees should be validated, supported, and recognized for their hard work… and the kicker: Where would you and your business be without them? Something to think about.
Big picture moment: You all are on the same team for one goal. Be intentional with your team, create a culture of validation and recognition, and notice that everything will go up from there.