Are your employees engaged and energized, or does it feel like your employees are going through the motions, just trying to make it through their workday without falling asleep?
Are your employees happy, or are they stuck in negativity, not seeming to find much enjoyment out of their workday?
These are common problems in the workplace, but they can be remedied with added trust that will make your employees feel more valued, more engaged, and a lot happier.
2 Ways You can make your employees happier by trusting them
1. Give your employees more autonomy.
People like to feel like they have space to do their work. Offering your employees a degree of autonomy gives them the freedom to do their jobs, without feeling like someone is looking over their shoulders all the time. Your employees will feel more valued and responsible, and as a result will go above and beyond what you may think is possible.
Employee Example 1:
“One summer, while in college, I worked as a swim instructor for kids. It was nice to work outdoors, and in the pool, but what I also enjoyed the most about it was the level of autonomy I was given.
It was up to me to develop the instruction program, and how to integrate it into the class, and I was not interfered with by my supervisors while I was teaching.
As a result, I felt more freedom and satisfaction from performing my job than if I had been closely supervised. The summer was hot, but I did not have to deal with any “heat” from my supervisors at work.”
2. Delegate higher levels of responsibility to your staff members.
Everyone likes to feel both trusted and in control. Higher levels of responsibility allow individuals to tap into their potential, and grow professionally.
While common perception may be that many people want to have low levels of responsibility and just do enough to get by and earn their paycheck, you can bring out the best in people by expecting more of them, and offering them the opportunity to do more.
Feeling more responsible will lead to more engaged and happier employees who feel more valued, and who will go the extra mile to continue to earn your trust.
Employee Example 2:
“When I was hired to create programs for a new neighborhood community center, the director gave me the responsibility of putting them together and told me to be patient with it. There were no participants the first week or two. Feeling frustrated, but especially responsible since I was given so much responsibility in the programming,
I sought the help of a former professor, who recommended I go out into the community to get their input and suggestions. I followed his advice and did a door-to-door community survey, asking residents what programs they would be interested in. They showed great interest, and started showing up to the programs at the center.
I filled the calendar with classes and activities they were interested in, and created and oversaw a resident advisory board for input and insight. I also brought in volunteers to lead some of the programs, and led the others myself.
The director would check in with me and offer me suggestions, but otherwise gave me the responsibility for making sure the community center had successful programs.”
I had a full plate, but I felt invigorated with my work and highly valued because of the trust my director showed in me. I still view that opportunity as one of the best, and most satisfying positions I ever held, mainly because of the high level of responsibility and trust I was given.
Start out small. Add more responsibilities in small increments so your employees are not overwhelmed. Monitor their work and as they assume more responsibilities, reward their progress with a recognition certificate and thank you letter.
Appreciating your employees is very motivating. The happiness that is derived from making a valuable contribution to your company will keep your employees engaged and motivated.
