What Employees Really Need to Know

Posted by Victoria Hernandez, HR Specialist on Aug 22, 2016

As much as people know about their company, they really don’t. Whenever people are being on-boarded, they learn a bit about the history of the company. If the person did their homework before interviewing, he or she might know a bit more. As time goes on, the company culture begins to come to light. But there are a few things employees may never know, or pay attention to, and it could be vital to your company’s success to take some time to learn.

What are your stats?

How well does your company compare to others within the same sector? Your company is a team. Every member has three roles outside of their main duties. 

  • Business Development
  • Customer Support
  • Recruiting

It’s great when employees are friends after hours. But most people have their own circle of family and friends outside of work. And whenever people travel for work, there is more networking that occurs. So why not let those hours be beneficial to you, at no cost?

Friends discuss job perks, work-life balance, and overall feel with each other. Make sure you have people singing your praises.

How does a job support the goals of the company?

Employees know what they need to do. Sometimes they know what others do. Often times they don’t know how it all fits together.

Each organization is like a machine. And in order to keep that machine running smoothly, it helps to know how it works. It is valuable to teach everyone how everything works together. All of the small parts, what they do, and how they interact with others, let everyone see the big picture.

Once employees are knowledgeable, perhaps a new perspective can create new ideas or even help things run more efficiently.

See something. Say something.

It happens. Employees can be harassed or mistreated. And then he or she can decide to take it to court. Do you want to spend money in court, or just write a check and settle? Why not neither? 

Just as children are taught in school, and everyone is taught at the airport, if you see something, say something. If an employee notices what could potentially be bad news, they should be able to voice their words. Perhaps a confidential hotline?

There’s always room for improvement.

Most have heard the phrase, “if it ain’t broke, don’t fix it.” But we have innovative technology thanks to people who tinker. Steve Jobs and the engineers at Apple have made things better, or at least more convenient.

Employees need to know that their opinions and ideas matter. Entrepreneurship should be praised, not rejected. And just because someone is at the bottom of the ladder does not mean that their ideas are not worth hearing out.

What is your new goal this year?

Field-specific jargon is not always going to translate well to all employees. Put your goals in layman terms and watch those goals become accomplished. Once people know what they are trying to achieve, they’re more likely to do it.

Want to climb that ladder?

Younger generations are looking for organic growth. They would like to stay within the company, but if they see outsiders being hired for open positions, they lose trust. If you communicate what needs to be achieved in order to be promoted, employees will get there.

Who do you think you are?

One of the things I love most about LGT is how family-oriented it is. I can walk around the office, asking people about their hobbies or their college football team. I have gotten to know people. I can have a conversation not about work with partners. Every company should strive for that connection. Let your employees learn who you are, what you stand for, and that you support them.

You cannot forget the law.

The law spells out what you can and cannot do at jobs. When it comes to employees, especially new ones, it’s your duty to help them learn as much as possible to save the company later.

Skipping the chain of command.

Most people probably assume going to their direct supervisor is their only means of communication. But what if that boss is the problem? Employees need other outlets. Perhaps you implement a mentor program, where the mentor is someone over their boss, as a way for the staff to feel safe that there won’t be repercussions if they have something bad to say. Or maybe employees need to feel assured that it is okay to go over their boss’s head when necessary.

Improve, people!

Some people are sticklers for rules and policies. But there needs to be a little flexibility when it comes to helping customers. A small discount. An add-in. Companies should be able to bend a bit. Losing a small amount now to save a repeat client, or lose them and potentially others by not budging? Employees need to know that it’s okay to help the customer.

Seek the services of a legal or tax adviser before implementing any ideas contained in this blog. 


Topics: Firm News, Accounting Tips