Let’s talk about your team. You know, those people who keep your business running, answer your emails, and somehow resist the urge to roll their eyes during meetings. Contrary to popular managerial belief, they are not office furniture with feelings.
They’re human beings, and if you want them to stick around and actually enjoy turning up to work, you’ll need to do more than provide a kettle and a passive-aggressive sign above the sink.
Taking better care of your employees isn’t just “nice.” It’s smart. Happy people work better. Stressed, undervalued ones quietly Google other jobs during lunch.
Start with Listening (Actual Listening, Not the Nod-and-Zone-Out Kind)
If your idea of “staff feedback” is a once-a-year survey followed by radio silence, it’s time to change things up. Employees want to feel heard. And not just when there’s a fire to put out. Make space for real conversations. Ask how things are going, then actually take action based on what you hear. Radical, right?
Spoiler: saying “my door’s always open” means nothing if everyone’s too scared to walk through it.
Support Isn’t Just About Sick Days and Snacks
Sure, a fruit bowl in the break room is lovely, but what about support that actually matters? Like helping your team manage stress, workload and mental wellbeing without treating them like malfunctioning robots?
Enter: EAP counselling. Employee Assistance Programmes are one of those things many companies talk about, but few really push. If you offer it, shout about it. Make it accessible. Normalise it. Let your employees know it’s okay to need support that doesn’t involve caffeine or complaining to Karen in finance.
Mental health isn’t a luxury benefit. It’s basic workplace hygiene.
Flexibility: Not Just for Gymnasts
Newsflash: people have lives. Kids, dentist appointments, the occasional existential crisis. If you want your employees to bring their best selves to work, give them the flexibility to be whole people outside it.
Remote working, adjustable hours, and even simple respect for lunch breaks can make a world of difference. Treat your team like adults and trust them. The good ones will rise to it. The not-so-good ones will reveal themselves soon enough.
Recognition: More Than a Sad Clap at the Christmas Party
“Thanks” is free. Appreciation is cheap. Yet somehow, recognition is still one of the top things employees say they don’t get enough of. You don’t need an elaborate bonus scheme or gold-plated ‘employee of the month’ badges. Just acknowledge good work when you see it.
Better still, build a culture where peers shout each other out too. Let kindness be contagious. Like office colds, but in a good way.
A Final Thought (Before You Go Back to Your Spreadsheet)
Taking care of your employees is not an HR box-tick. It’s how you build a workplace people want to be part of. One where they thrive, grow, and maybe even recommend you on LinkedIn without being prompted.
So be the boss who gets it. Offer real support, foster genuine communication, and remember that your team isn’t just there to hit KPIs. They’re people, not productivity machines.
And no, fruit bowls don’t count as wellness.
