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Want to know some “insider” secrets about your where you work? Ok, they’re not exactly a secret, but it is possible to come across signs that indicate an issue and overlook them when trying to keep the flow of day to day activities. Employees that are dissatisfied with their managers are under-motivated, consistently under-perform, and are four times more likely to currently be job hunting. Therefore, businesses suffer by stumbling upon poor performance ratings, losing employees, and then go through experiencing the cost of recruiting new employees.

Reframe the Foundation

Businesses should not have to afford the rates of constant turnover. Instead, to ensure a business succeeds, reframing the employee experience helps employees reach their full potential and create sustainable company cultures. The soul of an organization has to permeate in a balanced and systematic approach. Establishing a framework built on productive behavior, cooperation, collaboration, and accountability is an undoubtedly excellent way to start. This goal-focused strategy thrives by recognizing that employees are the backbone of the business and enforces that effective staff management is necessary to ensure an improvement in work culture, performance ratings, and the bottom line. Connecting personal goals to company goals help create a team of goal-attaining machines and amplifies the process that leads to success. Using foundational management tools and cohort engagement really demystifies the management process.

Adopting a Perpendicular Approach

By believing in values and standards, there are a few key practices that are important to obtain, as well as some important concepts that relate to personal drive, potential, and leadership. These factors should interchangeably be used to create high-level strategies that managers should help establish and engage in within an organization.

Let’s start with helpful practices:

#1) Create and Share a Unified Vision

All employees carry an innate desire to share an experience that propels them forward to become their best self. You can start by holding a meeting where you establish a relationship, talk about goals, and create a plan. This helps with creating a company culture that thrives on purpose and unlocking potential.

#2) Establish Standards that add to Self-Accountability

If you want to be successful in life, and you want more, you have to set standards. Establishing universal standards dictate and determine what you do and how you show up. Being mindful of the standards that are then placed, manifests a work culture that takes care of itself and drives sustainable outcomes.

#3) Project Confidence

Confidence is a practiced skill that comes from knowing yourself. Create a space that encourages transparency between strengths, weaknesses and motivators. Proactive examples are:

• Schedule quarterly meetings discussing what works and what does not.
• Ask about what cool ideas an employee may have.
• Drop in on employees and start a casual conversation to simply ask how their doing.

Create “front-line” consultants and they will become invaluable to your business. Make no mistake that by ingraining positive psychology to the business, as a team, you will help with making better community decisions where everybody wins.

#4) Celebrate Problem “Finders”

Make it “cool” to encourage employees to bring you the problem. In fact, celebrate them. Too many bosses/leaders tell their employees, “Don’t bring me the problem, bring me the solution.” This script festers stormy territory against the workplace, but by changing the order of how employees encounter a situation, helps navigate to solutions where your people can produce extraordinary results.

#5) Upgrade the Employee

One of the reasons why employees leave their job is that they don’t feel challenged. Increase the contribution made to the employee. Making sure employees are being coached, trained, and mentored, decreases the rate of sunk costs that happen when recruiting new employees. In return, it also builds morale within the company and retains current talent.

Becoming the Bottom Line

By elevating the backbone of the business, you can increase employee contribution as well as fixing the employee retention dilemma. Therefore, if you consider yourself a leader, the above strategy requires you to genuinely care for your people and care about what makes them thrive at their job. If you have to question when to start, start immediately. You have the power to overturn a company culture that creates a powerful environment where a win-win paradigm can flourish. The objective is to produce extraordinary results. Everyone wants to be in a win-win situation. Why not start by becoming your own bottom line?

Matthew Neuberger is Owner and CEO of Neuberger & Company, Inc, an authorized licensee of Sandler Training. Neuberger & Company is a growth partner focused on providing businesses with systems for operations, sales, and talent management to increase productivity and profitability.  Neuberger & Company is a proud AMA Baltimore sponsor.