Tips for Employee Satisfaction in Growing Companies

Companies with rapid economic growth often face the challenge of having to adapt their work processes and personnel policies. These adaptation processes have to be implemented just as professionally for small companies as for the larger ones. The small companies face an additional challenge: they have flexible structures, but no human resources department, which takes care of the new work processes and processes. The company founder usually has to take on this role himself.

What matters is that he not only brings new employees and redistributes responsibilities, but also defines new goals, motivates his employees and ensures that they are better bound to the company. One of the most important goals of corporate management in the field of human resources management is to increase acceptance and motivate employees to actively participate in the company’s growth and to contribute their own ideas. They have to deal with several problems.

Typical problems in personnel policy in growing companies & the role of factoring companies:

  1. Care about your own job

Together with the new colleagues the insecurity comes into the house, both from the management (can we finance new employees with the new business branch at all?) As well as from current employees (is this endangering my position?).

You can do that, however: ensure more transparency in personnel policy. Explain to the team exactly what tasks the new colleagues should undertake and how the new work areas will be financed. The comprehensible the new work processes are for the existing employees, the greater the overall satisfaction within the team.

  1. No motivation to get involved in the new business areas

Every team has a lot of potential and know-how that can drive business growth. This potential just has to be mobilized, but that is often fraught with difficulties. Not all employees are willing to sacrifice their time to take on additional tasks, especially if they see no future for the new projects.

You can do that: One of the most difficult tasks is convincing the others of their own idea. As long as the CEO himself firmly believes in it, he has good chances to “infect” his team with the enthusiasm for his idea. Again, transparent communication helps. Lack of understanding often leads to lack of motivation among employees. Prepare a presentation for your employees in which you will explain your idea exactly. Demonstrate how your employees will benefit if they participate in the implementation.

  1. Make sure that the corporate culture is lost

The faster the company grows, the faster the day-to-day processes change: a brief meeting every morning, a coffee break in the afternoon, or a Christmas market visit after work – the usual joint activities are much harder to implement when the team is now 25 and not just 5 Employee has. And yet the familiar corporate culture always plays a major role and is highly valued by employees, so it must never be ignored.

You can do that:Companies should not only preserve their corporate culture, but also promote the affiliation of new employees. For this, internal activities such as joint sports events, cooking days or informal meetings, where colleagues can get to know each other better.

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