We’ve all worked for someone at some point in our lives, and we all know what it’s like to have a boss who’s uncooperative and doesn’t listen to our suggestions.

Managing your business is no different, and you shouldn’t become that boss who refuses to take suggestions from his employees.

Loyalty is a big factor in building up an efficient and productive business. If your employees hate your guts, they won’t put in the extra work in keeping your company running smoothly and could even damage your reputation.

Micromanagement is key to making your business run smoothly. Get involved with your employees, listen to their suggestions and concerns, and remember to speak to them regularly.

1. Building a Relationship is Key to Employee Loyalty

Your employees are far less likely to leave or be upset at work if you’ve connected with them past the “professional” level. The effect grows when your business is a small one because you’re more likely to interact with them on a daily basis.

It’s understandable that in a business with thousands of workers, it’s almost impossible to get to know all of them, but you should still encourage people in positions of power to build relationships with their teams.

Employees want to be understood. They want to feel like they have an influence on the company besides their daily duties and the best way to give them that feeling is to interact. Not everyone’s a natural leader, but there are places like Executive Coach International that specialise in nurturing executives.

2. Don’t Hide Information from Your Employees

Being transparent is one of the most important decisions you can make for your business. Like mentioned before, employees want to feel like they are part of your company and that they have responsibilities.

Don’t surprise them with decisions you’ve been planning for weeks, or lie to them about how much they are contributing. Make sure they know their place and show them that you are listening to them.

Workers want to know the state of the company more than their own money problems. They want to know that a decision they made a week ago has positively affected the company, not just “good job, here’s a bonus”. But they also want to know if the company is doing badly, or if their decision wasn’t great—they need to take responsibility for their actions so they can feel like they are part of your business and not just a bystander.

3. Create a Career Path for your Employees

No one wants to be stuck in the same job for a long period of time. Tell your employees what to expect in a few years time, and tell them what decisions they’ll be making in a higher up position. Give them the motivation to reach that goal.

Give your employees opportunities to advance up their chosen career ladder. When you introduce them to your company, give them an idea of what they can expect if they work hard. Just the thought of a promotion is enough to motivate your workers to put in extra work, but never lie to them and sell them false promises just to encourage them.

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