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7.) Where to go, or what they need to do if they need help. Creating a supportive, safe environment for your people to be able to seek answers to questions about policies, procedures, or other assistance – is key to developing a trusting relationship and allowing for problem solving.

8.) Has your employee made the connection at work? Do they fit in to your company culture and does your firm help them fit in? A good employee orientation and introduction can assist with this. Periodic company events — picnics or BBQs or invitations to join a company bowling or softball team — can also help achieve this. In addition, you as manager can show them that you care, that you’re human. Ask about their health, families. Show concern and don’t be aloof. Use a bit of self-deprecation and lose the arrogance. While it may sound trite, apply the Golden Rule liberally and “Do unto others as you would have them do unto you.” These are the types of people we all like to work for, and your employees are no different.

CONCLUDING COMMENTS

As we have touched on in this article, everybody wants to hire and keep good employees, and hopefully we have given you food for thought regarding the hiring and management process. Learning how to best manage your people takes time and effort. But it can definitely pay big dividends not only in terms of your job satisfaction as a manager but also to your bottom line.