Some people really value being supported by their company, others find it smothering and irritating. It doesn’t mean you can offer a free gym membership or company paid for counselling and assume everyone will suddenly love their jobs. It takes time and effort to get right.
From my experience, and the experience of the others at Forefront, this is the best approach to take: Ask. Listen. Act.
In practice that means:
If uncertainty is an issue then set out a clear vision and communicate this with your staff.
If wages are an issue then address this head on and communicate the current position.
If flexibility is an issue then set out what you can and cannot do and communicate this with the staff.
If performance or recognition are issues then find a way to communicate what development, training or support initiatives can be provided to address this.
If there is nothing you can do, then still take the time to show you at least understand and are aware. This goes much further than ignoring the issue. It ultimately boils down to whether or not you want to spend the time doing this and maintaining it.
It’s hard work, but we think it’s an absolute must.