Our data-driven society puts a lot of stock in the numbers, in technology, and the sciences. Yet, our greatest resource by far is our workforce, made up not of numbers or equations, but rather human beings. People with an array of qualities, who are driven by differing passions and skills and needs. People are not numbers. Nor are they electronic equipment or scientific equations. Failure to remember their “humanness” contributes to an increasing number of overwhelmed and burned out workers. And because burned out employees do not perform to their highest potential; both the consumer and the employer will suffer. Not to mention the worker him/herself who will not gain satisfaction from their daily grind. An easy way to contribute to the overall well-being of your employees is to evaluate how well your company addresses the issue of “treating them like human beings.” Consider these strategies.

1. Praise in Public / Correct in Private

Everyone makes a mistake or suffers from an error in judgment from time to time. We’re human, remember? How employers handle this very human characteristic in the workplace is crucial. Discipline or correction should be handled in private and remain a private matter. However, make group recognition of accomplishments routine, because the opposite is true when it comes to praise. So, make a big deal about each other’s successes. Take advantage of the brain’s release of the “feel good” neurotransmitter dopamine to magnify the success and encourage repeat performances. 

2. Get to know the person separate from the employee

Your employees are people first, workers second. They exist outside of the eight to twelve-hour shifts on the job. They have families, a home, a pet, hobbies, interests, and passions outside of the work place. Zeroing in on their life outside the company shows you care about the person, not just the employee. “This is about more than just knowing people’s kids. It’s about spouses and dating and “how was your weekend” and “how’s you mom’s hip surgery recovery going,” says Joan Garry. “I want my boss to know I am three-dimensional. That I watch TV, have Oscar favorites, just downsized, have three kids in college (these last two are related) and that my dog absolutely hates the snow.”

3. Show genuine concern for the person

Something that’s a lot easier to do after you get to know the real person. The key is to be genuine, meaning asking about little Tommy’s tonsillectomy but then walking away before hearing about his crazy, anesthesia-induced ramblings doesn’t count. Remember, concern often means taking the time just to listen. You don’t have to have all the answers just be willing to lend a listening ear.

4. Let them get to know you

You’re a human being, too, remember? Your employees need to be reminded of that, as well, so let them get to know you, the person. Mention your family’s weekend plans, the dog’s allergies, the diet you’re already tired of, and that pesky Achilles tendonitis that’s flaring up again. Ask who can recommend a good lawn mower mechanic, who’s tried the new Italian place on the corner, and commiserate together about the detours caused by summer road construction. At MPS Technical we are humans too, we’re a staff who cares about our clients and our candidates. We help our clients attain success; we place value on our relationship: we listen to your needs. Contact us today and discover how MPS Technical is positioned to find the best contract, temporary, contract-to-hire, or direct placement candidates to meet all of your staffing needs.