It’s no secret that happy employees typically make a successful company – when people feel valued and purposeful in their work, they are much more likely to be on time, perform to their best ability, and boost company morale. However, it can be hard to know how exactly to take care of your employees – what does this mean? Is it giving them great benefits? Is it knowing everybody’s name? Is it donuts in the breakroom?
Seasoned entrepreneur Marcus Joseph Debaise argues that taking the time to check in on your employees is the most important part of taking care of your business.
“You’ve worked so hard to build this business, so why stop there? To ensure the prosperity of your vision, take the time to “feel the pulse” of your employees, so to say,” Debaise says.
How do you do that? Collect raw, honest feedback from your team. It can be a little nerve wracking to do this, since you’re opening yourself up to criticism, and that can be a pretty vulnerable position. But think of it this way – don’t you want to know how your employees are feeling? These are your people – the ones who work to bring your vision to life. Not to mention, it’s always beneficial to gather feedback in order to check in with your leadership skills – there’s always room for improvement.
Here are some tips on collecting feedback from your team.
Share your reasons for collecting feedback.
The best way to maintain a positive company morale is by being open and honest with your team and sharing your intentions for collecting feedback falls into that category. If you’ve never gathered feedback from employees before, this step is incredibly important. Let your team know that their satisfaction is one of the company’s top priorities, and you’re collecting data to get a scale of how well their satisfaction is currently being achieved. When they understand they are establishing a scale of morale within the company, they are more likely to give constructive feedback.
Share your vulnerability.
Sharing vulnerability is uncomfortable for anyone, especially when you’re used to being “the boss” – but by allowing your team to see a more personal side of you, they too become more comfortable with settling into themselves and providing real, honest feedback. Consider this: if there is a specific question you are scared to ask your employees and get their feedback on, then it’s probably a question that really needs to be asked.
Recognize that the environment will never be perfect.
More than likely, when you collect honest feedback from your team, you will get a mix of the good and not-so-good.
“Keep in mind that the not-so-good parts of the feedback you receive are not bad, they’re just starting points to improve on,” says Marcus Joseph Debaise.
There will always be people who disagree with the way operations are run and think certain elements of business should be done differently. Understand that differing opinions are not personal attacks and see how you can use them to grow further with your business.
Above all else, if your team feels like you are approaching them humbly and with a genuine concern for their wellbeing, they are going to be receptive to providing you with positive yet constructive feedback. If you are caring about your people, they are bound to care about you too.