PT #35B: How to GET EMPLOYEES TO WANT TO STAY #shorts
Channel: Not Theoretical - It's Practical
Date: 2022-12-24

Practical Organizational Effectiveness Series
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Reduce employee turnover (attrition) and improve employee retention by implementing programs that improve trust in your organization. 

As mentioned in Practical Tip #35a, Employees at organizations with high levels of trust have more energy, collaborate better, stay with the company longer, and are more productive than employees of organizations with low levels of trust.

They also tend to experience less chronic stress, which leads them to experience more happiness in their lives, which fuels stronger performance.

Paul Zak, a neuroscientist and researcher, identified nine management behaviors that foster trust. 

Here are the second set of three management behaviors to foster trust in your organization and improve employee retention and motivation:

1️⃣  Allow People to Choose What They Work On
👉 Hire people who have a desire to manage themselves but who also embrace teamwork and challenges.
👉 Give them freedom to choose the projects to work on. People are motivated to work on the projects they care about most. As a result, they are less likely to leave their jobs.

❌ Keep in mind, this approach will NOT work if you:
⛔ establish an environment where people aren’t recognized for their accomplishments, 
⛔aren’t given tasks that are challenging and attainable, and
⛔Micro-manage or are overly critical when mistakes are made.
🤔 In other words, this approach only works if the three approaches mentioned in Practical Tip #35a are put in place first!  

2️⃣ Be Transparent About the Organization's Direction, Goals, and Strategies
👉 Chronic stress undermines trust, productivity and motivation. One of the greatest sources of chronic stress in the workplace is not knowing where your organization is going or why your leaders have made decisions that affect you.
👉 To reduce chronic stress and build engaged employees, implement greater openness by sharing information from the top down and providing the ‘why’ behind decisions that affect employees. This increased understanding gives them a sense that their work matters. This, in turn, improves psychological well-being and performance.

3️⃣ Encourage Relationship-Building
👉 The trust and sociality that oxytocin enables are deeply embedded in our nature. Yet at work we often get the message we should focus on completing tasks, not on making friends. Neuroscience experiments show that when people intentionally build social ties at work, their performance improves.
👥👥 Encourage social bonding by hosting lunches, after-work parties, and team-building activities. Although this may seem like forced fun, remember that people perform better when they care about one another – and will not want to let their teammates down.

🎓 This tip is based on the principles found in Paul Zak's book 'Trust Factor: The Science of Creating High-Performance Companies'   https://amzn.to/3UVreYp via @amazon 
 
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