Business today concerns itself with profit/loss margins, productivity, positioning for corporate relationships, and increasing market share. Many times the company’s most important asset, its employees, is often overlooked. The whirlwind of corporate business sometimes creates a situation where marginal employees are employed just to meet performance and production goals. The time invested “upfront” to identify and hire the right people is often compromised. As a result, your business will suffer and so will you.

Taking a proactive approach to research, investigate and hire the best people possible will pay immeasurable returns to the performance of your company at all levels of operation. The right “fit” is crucial to ensure satisfaction on the part of the employer and the employee. “Hire the Best and Expect the Most” is the motto most successful companies should aspire to incorporate into their hiring practices.

However, after doing everything right up to this point, many companies begin to take for granted the work and dedication of their employees and eventually lose sight of the importance of “valuing” their employees. In many cases, the very people that know the most about your company are not recognized as having “value” that might benefit your company. Their opinions and ideas are not solicited nor wanted. In making course corrections for your company, do you surround yourself with the corporate knowledge of all who are invested in the success of your company? When you take the time to hire the best, in the beginning, do you continue to see them as a resource for the benefit of your company? A healthy work environment provides the opportunity for everyone to be committed to the vision and/or mission of the company. Providing the freedom for individuals to communicate freely and openly at all levels, introduce new ideas, products and procedures, and engage in decision making will add value to their participation in the company. Respectful and honest dialogue, at all levels, will foster a creative environment that will benefit your company’s overall performance.

It is imperative for management to participate with all staff to identify personal and company goals. This cannot be done in isolation! Allowing the participation of all involved to also monitor, evaluate and correct or adjust those goals will provide an opportunity for inclusion and “buy in” on the part of everyone in the company. It is very easy to recognize failure or lack luster performance but do you acknowledge accomplishments? Does your company appreciate a job well done?

If your company benefits from the input and work of your employees, they should be rewarded. Commensurate salaries, awards, certificates, and bonuses are great ways of acknowledging one’s accomplishments. If your organization achieves production and profit goals don’t forget the individuals who helped make that achievement possible. However, don’t forget the power of a simple “Thank You” from your administration/management for noteworthy accomplishments. That sounds trite but think about it, when was the last time your boss said thank you for your efforts?

A positive, healthy, and vibrant work environment cannot exist without constant and continuous nourishment. Do you consider this in your company? Do you hire the best and expect the most? Do you allow individuals to work to their strengths? Do you facilitate open and “participatory” management within your company? Do you foster an environment of exploration and innovation? Besides correcting poor performance do you recognize good performance? Do you encourage communication, cooperation, and collaboration at all levels of your organization?

Remember, when seeking solutions to increase profits, productivity, and performance your greatest assets may be those you work with on a daily basis. Value their expertise and input!