5 Practical Solutions to Build & Retain Employees’ Confidence

August 9, 201912:15 pm1264 views

Derived from Latin word fidere that means “to trust”, confidence is the number one personality trait that can help an individual survive changes, be it changes in oneself or the world. Having confidence will allow individuals to have better self-motivation and self-esteem as well. Significantly, self-confidence can help an individual take risk and face challenges, an ability which will be very helpful to survive in an organisation.

Andy Core, an award-winning speaker and the president of Core Wellness, confirmed that confidence is the key to success and it can actually increase the levels of productivity in the workplace. Besides, employees with a healthy level of confidence are better at achieving new goals and developing bigger as well as better ideas.

See also: How Self-doubt Can HELP You in a Critical Situation

“With the realisation of one’s own potential and self-confidence in one’s ability, one can build a better world.” – Dalai Lama

Unfortunately, just like the dew in the morning, confidence can fade away too. The most confident and effective employee could suffer from a crisis of self-doubt in times of exhaustive change. Therefore, it is important for human resources management to always look into ways of boosting and retaining confidence of employees. To shed a light, here are the 5 most practical solutions that you can try to build, improve, as well as retain the whole organisation confidence. 

Balancing praise and feedback

Giving praise and feedback should be in a balanced amount. If you weigh praise over feedback or vice versa, you will not see any good results. Bruna Martinuzzi as in American Express cited that moods are the dimmer switch of performance, thusly, you need to be careful how you use the dial between praise and feedback.

Fortunately, there is a formula known as Losada ratio that can help you balance between both. The formula provides the correct mix for maintaining productivity by giving three positive comments for each negative comment.

Support the “go public” achievements program

Another creative strategy to boost employees’ confidence is by encouraging their good deeds to go public. You do not need to announce it to every team member by a speaker. You can encourage a little act by sticking notes on your desk every time you did something great. Notes such as “I have done something great, ask me about it!” or “I did a great job two times in a row. Ask me about it!” will attract other employees to notice your great job. Thusly, the news will spread naturally.

Uncover employee’s superhero power –

Each individual is unique. They possess different strengths. Unfortunately, not every individual aware of the superpower within them. Therefore, HR should take part in awakening their true potential and talent. By doing this, not only will it boost an individual’s confidence, but the company will also reap its benefits. Andre Lavoie as seen in Entrepreneur surveyed that organisation that focuses on people’s strength will have better sales, profit, and customer engagement. Employees, at the same time, tend to be happier and more productive when they perform tasks or projects that align with their strengths.

Maximise the use of technology “in the right way”

One of the surprising use of technology is that it can actually boost employee’s confidence if you apply it in the right way. What are the right ways? It is by applying technology to encourage enjoyment of tasks that can reduce frustration and confusion. You can also use technology for peer collaboration that can increase performance between staff. Another way is by encouraging employees to maximise the usage of technology for resourced-based searching and working at own pace that allows them to progress better in your organisation.

Plan for the future

You should have faith that the whole organisation will do just fine in the present and future. How? By creating a predictive plan. The predictive plan is aimed to anticipate anything that will happen in the future. You can bring the whole team to a meeting every week or once every two weeks for an hour meeting session to share information and leads about any open positions throughout the company. Then, creating a possible plan on how to position the whole organisation for the outcomes. This way, the whole team will feel ready about any setbacks or achievements for the present and future outgrowth.

Read also: Leaders, Stop Saying These 5 Phrases to Employees

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